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Employee Pulse Survey

Introduction to the Employee Pulse Survey on Empuls

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What is an Employee Pulse Survey?

The Empuls Employee Pulse Survey is built on the Deming Cycle principles of continuous improvement. It measures employee pulse periodically — recommended quarterly — through a time-tested questionnaire and provides real-time insights to HR teams. The Employee Net Promoter Score (eNPS) is the key metric targeted by this survey, offering detailed insights to Survey Admins to improve the organisation’s eNPS score.

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How is it structured?

The survey has a three-tier structure designed to address the root cause of employee satisfaction or dissatisfaction at the workplace.

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Level 1: eNPS Question

Employees are asked how willing they are to recommend their organisation to friends and peers on a scale of 1 to 10. Responses to this question determine the organisation’s eNPS — the north star metric for employee engagement.

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Level 2: Engagement Questions

Employees are asked 15 questions to understand the reasoning behind their eNPS score. These questions:
  • Cover the full range of employee experience parameters
  • Use a 5-point Likert Scale
  • Range from Strongly Disagree to Strongly Agree

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Level 3: Open Feedback

Employees are asked an open-ended question to anonymously share:
  • Opinions
  • Feedback
  • Suggestions
This helps HR teams identify the root cause of implicit issues across the organisation.

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How often does it run?

There are two modes of running the Employee Pulse Survey on Empuls.

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One-Time Survey Run

Empuls admins control when the survey is triggered across the organisation. Key highlights:
  • Survey invites are sent to all active users simultaneously
  • Ideal for organisations with fewer survey cycles
  • Helps analyse responses and implement action plans
The HR team should re-run the survey once improvements have been implemented.

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Quarterly Survey Run

In this mode:
  • One-third of active users are surveyed every month
  • Users are divided randomly into three groups
  • Each group participates once every quarter
Benefits:
  • Continuous employee feedback
  • Reduced responder fatigue
  • Easier monthly tracking of engagement metrics
Create and run surveys? Learn more: Surveys

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Why Measure Employee Engagement?

“To win in the marketplace, you must first win in the workplace.” — Doug Conant, CEO of Campbell’s Soup
Employee engagement matters for organisations of all sizes. The more engaged employees are:
  • The more likely they stay with the organisation
  • The more willing they are to go the extra mile
  • The better the business outcomes

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Business Impact

Businesses with engaged employees often experience:
  • 27% higher profits
  • 50% higher customer loyalty
  • 50% improved sales
The more engaged your employees, the lower the churn rate and the higher the employee retention ratio.

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Understanding eNPS

eNPS (Employee Net Promoter Score) adapts the NPS framework to measure employee sentiment. Employees answer one key question:
How likely are you to recommend the company as a workplace to a friend or colleague?
Based on responses, employees are categorised into:

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Promoters

  • Score: 9–10
  • Highly engaged and enthusiastic employees

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Passives

  • Score: 6–8
  • Neutral employees

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Detractors

  • Score: 0–5
  • Employees with low engagement levels

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How is the eNPS calculated?

eNPS is calculated as: 
% Promoters - % Detractors
The score ranges from:
  • -100 → All detractors
  • +100 → All promoters
Benchmarks:
  • +30 → Good
  • +50 → Excellent

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What Impacts eNPS?

The following engagement drivers influence eNPS scores.

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Strategic Connections with the Organisation

Strategic planning and communication help align employees toward a common vision and organisational goals.

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Hygiene Factors at the Workplace

Employees feel more engaged when they experience:
  • Financial safety
  • Psychological safety
  • Respect
  • Workplace dignity

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Professional Relationships & Organisational Culture

Healthy workplace relationships improve:
  • Team collaboration
  • Manager support
  • Cultural alignment

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Employee Recognition & Career Growth

Employees thrive when they:
  • Feel recognised
  • See growth opportunities
  • Receive appreciation for their work

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Survey Questions

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A. eNPS Question

On a scale of 1–10, how likely are you to recommend Your Organisation Name to a friend or colleague?

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B. Engagement Questions

The survey includes 15 Likert scale questions. Examples include:
  • I take pride in being associated with the brand I work for.
  • My values align with Your Organisation Name’s vision and mission.
  • I believe in the approach taken by leadership.
  • I clearly understand what is expected from my role.
  • I feel financially secure at Your Organisation Name.
  • This is a physically safe place to work.
  • I feel psychologically safe at Your Organisation Name.
  • I am satisfied with organisational policies and processes.
  • I can count on my team for support.
  • I can count on my manager for support.
  • I take pride in the organisation’s values.
  • I am satisfied with the organisational culture.
  • I see a clear career growth path.
  • I am recognised for my achievements.
  • I am satisfied with the appraisal process.

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C. Open Feedback Question

Is there anything else you would want to share with us? Employees can answer with free-text feedback.

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Access the Survey

**Admin Hub → Surveys**
For any questions or feedback, write to us at cs@xoxoday.com.