How to interpret results from your Remote + On-site Work Pulse
The results are back from your Remote + On-site Work Pulse, but you’re not sure what to do next. Don’t worry! Here are our tips for interpreting the results from your pulse.
Step 1: Review the results
As you review the results from your Remote + On-Site Work Pulse, here are a few key items to keep in mind:
- Stay present: During this time, everything is rapidly changing from week to week, so stay focused on what’s happening in your organization now – not what past engagement surveys or even a prior pulse revealed.
- Shift to sensing: Identify the real-time emerging themes, such as:
- What needs do our employees have that aren’t being met?
- What topics are our employees most concerned about?
- What new obstacles are employees running into?
- What practices are currently keeping employees enabled right now?
- Listen, understand, then act: You’re currently at the ‘understand’ step in the process, so don’t worry about actions – yet.
Tip: Think of the results as opportunities to start new conversations with your people; conversations that address the needs they’ve expressed in the pulse.
Step 2: Customize your report
Thanks to the organization details you entered when tailoring your report – i.e. geographic locations and department names – you’re now able to dig into your data using those filters. As you customize your report, here are some tips:
- Look one layer down: Use filters to explore and prioritize what to bring into your report.
- Craft your display: Use favorability scores, distributions, and other visuals to demonstrate the whole spectrum of results.
- Prep for actions: Earmark potential actions, identify the departments they align to, as well as the leaders who can help with taking action.
Tip: If you’d like to view an example of a report, check out our sample Remote + On-site Work Pulse Report.
“My organization just completed an initial pulse. A number of respondents in verbatim comments noted the challenges involved in managing both work and family while teleworking and that boundary-setting seemed to be an issue for many people. These insights gave our managers some useful things to think about and to consider what kinds of updates and outreach they will continue to send out.” - AdamK12
Step 3: Share the results with key stakeholders
Once the final report is ready, you’ll want to share the results with a group of key stakeholders.
Here’s a checklist of what to cover when you share the results:
- Gauge employee well-being first: Take a close look at how people are feeling overall. Identify if there are any major gaps between groups or areas of the organization.
- Review employee experience questions: Identify three to five topics with the lowest scores and/or those that seem to be the biggest pain points. Hint: You’ll likely make two lists – one with the key topics for your remote employees and another for your on-site workforce.
- Identify root causes of the issues: Reading the open-ended comments can be useful for understanding context and identify underlying issues. For additional insights, you may also want to encourage key stakeholders to speak with employees to better understand their pain points.
- Prioritize next steps:
- What action is most important for your people’s well-being and safety?
- What action is absolutely critical for the business continuity?
- How can your organization implement these actions?
Tip: Be pragmatic and determine one or two quick actions your organization can start to implement immediately to make a step in the right direction.
Get started with our complimentary Return to Work Pulse to get back to business the right way
April 17, 2021
Designing the future of work: 3 steps to improve the digital workspace experience
April 12, 2021
How to get employee recognition right for both remote and hybrid teams
April 6, 2021