Team Development

Team leaders have a challenging job these days. It’s not easy knowing how to manage a diverse group of people without the benefit of regular feedback from team members. And it’s equally difficult to gather honest feedback to know where improvements can be made. Some members won’t be transparent for fear of possible retribution if they’re “too” honest and others are content to keep things as they are. Enter the team pulse survey, a quick and easy feedback tool that can help your team skyrocket. Keep reading for answers to the most frequently asked questions we get about team pulse surveys.

What is a team pulse survey?

The most successful teams and leaders reflect on their performance on a regular basis. A team pulse check, also known as a team pulse check, allows them to do this in an easy way.

It’s a short survey that asks simple and focused questions. By definition, a team pulse survey should be easy to take and easy to glean useful insights from.

What are the benefits of a team pulse survey?

Pulse surveys allow leaders to get feedback as often as they want. If there’s conflict or strife, a team pulse check can identify it sooner rather than later. Pulse surveys also improve employee engagement even when things are running smoothly. When people know their opinions matter, they’re more likely to be engaged in their roles and relationships.

Are there disadvantages of pulse surveys?

One potential problem with team pulse surveys is not communicating the purpose of the survey to team members ahead of time. Members need to know that their feedback will be confidential and valued. Therefore, before using a team pulse survey, leaders must be sure they’re willing to address whatever feedback it provides. Otherwise, taking a team pulse check could lead to higher levels of team frustration, even when the opposite is the intent.

What types of pulse survey questions should I ask?

For starters, keep the pulse survey short (that’s no more than 20 questions). Include a mix of question types, mostly multiple choice, but also include some open-ended questions. Beyond that, the questions themselves will depend on the objective of your team pulse check. Do you want feedback about how you’re doing as a leader or project manager? Or are you trying to assess the current state of team dynamics? Establish a clear objective and then ask questions that <em>directly</em> relate to that objective.

What are some sample pulse survey questions?

Here’s a glimpse at some of the G360 Team Pulse Survey questions, designed to be answered on a scale of strongly disagree to strongly agree.

• Everyone on this team works hard to fulfill their responsibilities.

• Team meetings are efficient and productive.

• Members treat each other with respect even when discussions get heated.

What do I do with pulse survey results?

Collecting feedback through a team pulse check is only the beginning. Once the results are in, it’s time to turn the feedback you receive into measurable growth. This starts with reading the results and taking the time to reflect on them. Next, you can share the feedback with the team and create goals (we think two is a manageable number) and an action plan for achieving them. Then it’s time to execute that plan. Enlist an accountability partner, like a coach, mentor or team member to check on your progress regularly.

What are the best pulse survey tools?

The best pulse survey tool is the one that fits your team’s needs. We’re probably biased, but we like the G360 pulse surveys. We have different versions for teams, leaders, virtual leaders, and future leaders who are climbing the career ladder. Our pulse surveys are web-based, so there’s no app or special software required, and easy to use, with just 16 questions. The report includes easy-to-digest results plus templates for reflecting on the results and creating an action plan. Launch a free team pulse survey today and see how the feedback process can improve your team.