PÜLS
EMPLOYEE ENGAGEMENT MONITORING
PROGRAM

THE PROBLEM WITH ENGAGEMENT SURVEYS
Survey
Long list of questions,
10 minutes to
complete
Results
How can we dig
deeper in one area?
Action Plan
Long list of items
covering all parts of
the survey
Which questions
should we add? Lets
put them all in in
Results
Planning
Which strategies
helped, which had
no impact?
case.
The typical engagement survey
process doesn’t work.
Doing a survey once a year forces HR
managers to include a lot of question
(just in case). This reduces the validity
and reliability of the survey.
As well, the laundry list of
recommendations is typically too much
for organization to execute. Which
ones really had an impact? Impossible
to know.
O N C E A
Y E A R I S
N O T
E N O U G H
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PÜLS APPROACH
Survey
Dynamic survey that
presents only relevant
questions.
Results
Exception-based
question routing
allow to dig deeper
into problems.
Action Plan
Short list of priorities
based on the
engagement value
hierarchy.
Add questions for
specific groups,
issues or time
Results
Planning
Which strategies
helped, which had
no impact?
period.
PÜLS allows HR leaders to use
engagement as a key performance
indicator.
We survey a different group of users
every month to get constant feedback
on engagement. This keeps managers
engaged all year long.
The survey only asks relevant
questions, based on previous answers.
On average, the survey takes less
than 90 seconds to fill out.
Every month, you can add your own
questions targeting specific groups,
time of year or to address a specific
issue.
M O N T H L Y
:
E N G A G E
M E N T A S
A K P I .
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THE MODEL
Engagement doesn’t happen by
accident. It follows a predictable path
where Basics need to be in place for
engagement to happen.
Our survey is based on the
engagement value hierarchy, a model
based on Maslow’s Hierarchy Of
Needs. This models makes it easy for
managers throughout the organization
to understand the gaps.
The model also helps prioritize
improvements, so you are not wasting
precious time and resources.
SELF-ACTUALIZATION
SELF-ESTEEM
BELONGING
SAFETY
PHYSIOLOGICA
L
DEVELOPMENT / VISION
RECOGNITION
TEAM
SUPERVISION
TOOLS
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DONE IN 90 SECONDS
90 seconds. That’s the average time it
takes employees to fill out our survey.
Using an exception-based approach,
we can use the survey’s responses to
adapt the next set of questions.
And when an employee is dissatisfied,
we can ask diagnostic questions right
away, something other employees
don’t need to see.
This approach not only increases
response rate, it also helps manage
user expectations.
Question1 Tools
Question 2
Question 3
Question 4
Supervision
Team
Recognition
Supervision
Diagnostic
Question
Team
Diagnostic
Question
Tool
Diagnostic
Question
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REPORTS YOU CAN USE
Every month, we provide you with a
report that highlights not only the
results but also the variations.
Our exception-driven approach
highlights the areas of concerns, and
the areas with positive improvements.
You can thus easily see which
initiatives had positive results and
which didn’t.
What better way to keep managers
focused on engagement, all year long.
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FULLY MANAGED PROCESS
Setup
Administration
Reporting
Evolution
Running a monthly survey can quickly
become a burden on the HR team.
This is why we take care of everything:
from survey setup, administration,
reporting to evolution.
You will get a monthly report with the
results an our analysis. And every
quarter, we will run a workshop to plan
the next iteration of the survey.
This approach also guarantees
confidentiality, a key element for
obtaining valid engagement data.
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SIMON CHAPLEAU
GREEN ELEPHANT
SIMON@GREENELEPHANTTEAM.COM
514.612.0511
GREENELEPHANTTEAM.COM
CONTACT US TO
DISCUSS YOUR
SPECIFIC NEEDS: