Engagement & pulse surveys that actually tell you something
Most teams run surveys and collect scores. Few know what to do with them. Pulse surveys connect engagement data to your growth framework — they show where clarity is missing, where feedback isn't landing, and where your best people are starting to disengage. We fix that.
The Problem
Most companies run surveys and get scores. What's usually missing is the link between those scores and actual decisions — about levels, feedback, and promotions. Data gets collected. Nobody agrees on what to do with it. What we usually see:
- Expectations vary from one manager to another
- Nobody is quite sure what the promotion criteria actually are
- Feedback quality varies wildly across teams
- Strong performers gradually disengage — and leave before anyone notices
Our Approach
That's where we come in. We build pulse surveys that are short, regular, and connected to your growth framework — so the data actually tells you where to act.
This works best for teams of 20–100 people that already have a growth framework in place and want a reliable signal for how it's landing.
How pulse fits into your growth system
Pulse is a short, regular check-in that becomes part of how you run your team — not a separate survey initiative. 5–7 focused questions. A clear rhythm. Output you can actually act on.
- Role clarity: Do people understand what strong performance looks like at their level?
- Feedback quality: Are managers giving useful, consistent feedback?
- Progression visibility: Do people know what they need to move forward?
- Energy visibility: Is performance sustainable over time?
How we'll work together
Phase 1: Align on what matters
We review your growth framework and identify where signals are missing. We audit your existing feedback and survey practices. We agree on what matters most for your team to track — and what to stop measuring.
Phase 2: Design the pulse
We define the indicators, cadence, and interpretation logic tied to your career levels. We design the question set, set the response cadence, and build the logic for what to do when signals drop.
Phase 3: Launch and embed
We launch the first pulse cycle with your team. Set up dashboards covering clarity, feedback, and energy. Train managers on how to read the signals — and what to actually do when something drops.
What you'll walk away with
- Pulse integrated into your growth framework
- A dashboard with clarity, feedback, and energy indicators
- A defined response logic when signals drop — so managers know what to do, not just what's happening
- Managers who know how to use the data in growth conversations
- Early visibility into disengagement risk — before it becomes attrition