Sondaggio sul polso dei dipendenti: Un modo più intelligente per trattenere i migliori talenti

Attracting the best employees is only half the battle—retaining them is what truly drives long-term success. With voluntary turnover costing U.S. businesses nearly $1 trillion annually, companies need a proactive approach to understand employee sentiment and address workplace challenges before they lead to disengagement.

This is where the employee pulse survey becomes invaluable. Unlike traditional annual surveys, pulse surveys provide real-time insights into employee morale, job satisfaction, and workplace concerns. By collecting frequent feedback, organizations can identify issues early, make data-driven improvements, and boost retention rates.

But simply running surveys isn't enough. Understanding how to use employee pulse surveys effectively ensures businesses get the most out of employee feedback. 

In this pulse survey guide, we will walk you through everything you need to know—from designing impactful questions to analyzing results and driving real change.

Che cosa sono i sondaggi sul polso dei dipendenti?

Un sondaggio sul polso dei dipendenti verifica il "polso" dei dipendenti e il suo risultato indica se l'azienda si trova in uno stato di salute o meno. Le indagini di polso aiutano i responsabili delle risorse umane a raccogliere informazioni e a valutare regolarmente i sentimenti dei dipendenti riguardo al loro lavoro e all'azienda, soprattutto su questioni operative o strategiche.

These surveys measure employee satisfaction, loyalty, and engagement, providing companies with the data they need to make informed and proactive decisions.

Most HR departments have traditionally relied on formal, large-scale surveys to gauge employees' feelings.

While these, often annual, employee surveys are far from extinct; they are clearly on the decline because they are too lengthy, provide outdated data, and have little impact since the actions taken tend to be reactive.

Issues with annual surveys have led to the rising popularity of employee pulse surveys, and as a result, we believe every company should use pulse surveys.

Perché i sondaggi sul polso dei dipendenti sono importanti?

A differenza delle indagini annuali sull'impegno, le aziende dovrebbero utilizzare le indagini di polso con maggiore frequenza, perché svolgono un ruolo significativo nel miglioramento della cultura aziendale.

Poiché non è consigliabile aspettare un intero anno per valutare se il morale è aumentato o diminuito, i sondaggi di opinione sono utili perché:

1. Fornire informazioni in tempo reale sulla vostra azienda

Over the years, Gallup's research showed that most employees are not engaged—stating that only 15% worldwide and just 34% in the U.S. are engaged.

In May 2020, the percentage of engaged workers in the U.S. saw a historic climb to 38%. However, one month later, Gallup recorded the most significant drop in their history of tracking employee engagement in the U.S., dating back to 2000.

Vedendo come i dati relativi all'impegno hanno fluttuato nell'arco di un mese, si capisce che non è ragionevole aspettare un anno intero per monitorare l'impegno dei dipendenti nella propria organizzazione.

So, pulse surveys for employee engagement can help you notice such fluid changes in real time, detect warning signs, show areas for improvement, and take proactive next steps.

2. Ottenere un alto tasso di risposta da parte dei dipendenti

Questions used for employee pulse surveys are often concise and easy to complete, which elicits more responses. The more answers you receive, the more data you have to identify issues and themes - and better the pulse survey results.

3. Allow HR leaders to use analytics to drive impact

Non è una novità che i professionisti delle risorse umane chiedano sempre di avere un posto a tavola. In altre parole, i leader delle risorse umane chiedono di partecipare al processo decisionale strategico e di avere un impatto significativo all'interno delle loro organizzazioni. Perché questo è un problema per le Risorse Umane?

One way HR can earn their CEO's trust is to use analytics to anticipate business needs.

HR managers can predict problems before they surface by using HR metrics, such as productivity, turnover, retention, or engagement rates. As an HR leader, understanding pulse surveys can provide you with the data you need to play a more strategic role.

Scarica i modelli di sondaggio gratuiti per catturare l'opinione dei dipendenti

Utilizzate modelli progettati da esperti per monitorare il coinvolgimento dei dipendenti, la soddisfazione sul lavoro e la cultura dell'ambiente di lavoro. Ottenete l'accesso immediato ai modelli più adatti alle vostre esigenze.

Scarica ora

6 fattori da considerare prima di utilizzare i sondaggi a impulsi

Quando decidete di utilizzare i sondaggi di opinione per la vostra azienda, riteniamo che sia essenziale che consideriate i seguenti fattori:

1. Supporto

As an HR leader, you will need executive support for your HR initiatives. Still, management buy-in will likely occur after you have shown them the business impact of using pulse surveys for employee engagement.

Fate sapere ai vostri leader aziendali il tipo di dati che possono aspettarsi e in che modo saranno utili all'organizzazione.

2. Comunicazione

After leaders endorse using pulse surveys, they must encourage employees to participate.

According to Gartner, once leaders can answer the question, "What's in it for me?", then half the battle for high response rates is already won.

• ➡ Far capire ai dipendenti perché dovrebbero partecipare e quanto saranno preziosi i dati per l'organizzazione.
• Informateli su come e quando li inviterete a partecipare. I dipendenti devono sapere cosa aspettarsi durante la compilazione dei sondaggi.
• ➡ Fate sapere ai dipendenti chi può accedere alle loro risposte e se hanno la possibilità di rimanere anonimi.

3. La trasparenza

To make your employees trust your feedback process and be more willing to participate in future pulse and employee engagement surveys, they will need to know each employee’s pulse survey results and understand your company's improvement plans.

Be prepared to bring employees up to speed with the employee pulse survey results and solicit their involvement in planning the next steps.

5. Frequenza

Stabilite la frequenza con cui intendete somministrare i sondaggi. Le indagini di polso dovrebbero essere più frequenti di una volta, cioè possono essere mensili, trimestrali o semestrali.

However, in doing so, ensure that your employees do not experience survey fatigue—when people stop responding to surveys because they think their feedback isn't relevant.

Per determinare la frequenza dei sondaggi, è bene informarsi:

• ➡ How likely will the data change within a week, month, or quarter? Has a significant change occurred in your company, such as a restructuring or mass layoff? Questions like these can help you determine the frequency of your pulse surveys.
• ➡ How feasible is it to take meaningful action on surveys - Has the company made any progress since the last survey? Employees must see such improvements before they can willingly participate in subsequent surveys.

6. Design

Quando si progettano i sondaggi a impulsi, bisogna considerare quanto segue:

• ➡ Survey length and duration - Keep the questions concise and straightforward. Consider asking 5 -15 questions that can be answered within 5 minutes.
• ➡ Question structure - Consider using different survey questions such as multiple-choice, Likert scale, matrix, rating scale, or open-ended questions.
• Utilizzate le domande per chiedere il feedback dei dipendenti su argomenti specifici, in modo da poter monitorare i cambiamenti nel tempo. Gli argomenti possono includere la cultura dell'ambiente di lavoro, la diversità e l'inclusione, i premi e i riconoscimenti o l'equilibrio tra lavoro e vita privata.

7. Piattaforma software per il sondaggio Pulse

Understand that there's no one-size-fits-all pulse survey app and platform, so what worked for a different company may not necessarily work for yours.

Quando valutate le app e le piattaforme di sondaggio per la vostra azienda, dovreste porvi queste domande:

• La piattaforma è economicamente vantaggiosa?
• È facile da usare?
• ✅ Il design è mobile responsive?
• Garantisce il totale anonimato dei rispondenti?
• ✅ Può essere personalizzato in base alle nostre esigenze?
• Garantisce la sicurezza e il backup dei dati?
• Quanto è facile raccogliere e analizzare i report?

For example, our all-in-one employee engagement platform, Empuls, answers all the questions above and more.

Through Empuls, you can efficiently run and manage pulse surveys, measure employee engagement in real time, and turn feedback into actionable insights. It is one of the best pulse survey software for organizations to keep track of employees' pulse.

Our pulse survey platform also offers ready-to-use and research-backed survey templates for different aspects of the employee lifecycle, such as onboarding, learning, wellness, diversity, and exits.

Possiamo configurare la cadenza, le domande e il pubblico in base alle vostre esigenze. Soprattutto, garantiamo l'anonimato di tutte le risposte.

Role of managers in implementing the pulse survey process

Managers play a critical role in making the employee pulse survey process effective. They bridge leadership and employees, ensuring that survey insights lead to meaningful actions. Here’s how managers contribute at every stage of the pulse survey process:

1. Encouraging employee participation

Managers set the tone for engagement. When they emphasize the importance of pulse surveys and reassure employees that their feedback is valued, participation rates increase. Open communication about the survey’s purpose fosters trust and encourages honest responses.

2. Framing the right questions

While HR teams design the surveys, managers provide valuable input on what questions to ask. Since they interact with employees daily, they understand key workplace concerns and can help tailor questions that yield actionable insights.

3. Analyzing and interpreting feedback

Managers should work closely with HR to analyze survey results and identify trends. Understanding engagement patterns within their teams allows them to pinpoint issues, recognize successes, and develop improvement strategies.

4. Taking action on survey insights

The effectiveness of a pulse survey depends on what happens after the results come in. Managers must act on feedback by implementing team-specific changes, whether it’s improving communication, addressing workload concerns, or fostering a more inclusive work environment.

5. Communicating results transparently

Employees need to see that their feedback leads to real change. Managers should share key survey findings with their teams, acknowledge areas for improvement, and outline concrete steps being taken to address concerns. Transparency builds trust and boosts future participation.

6. Monitoring progress and continuous improvement

Pulse surveys are not one-time events. Managers must track progress, compare new results with past data, and adjust their strategies accordingly. A constant feedback loop ensures that engagement efforts stay relevant and effective.

By actively participating in the pulse survey process, managers create a culture where employee voices are heard, valued, and acted upon. Their involvement ensures that pulse surveys drive meaningful change rather than becoming just another HR initiative.

How to use employee pulse surveys: Best practices that drive real impact

A well-executed employee pulse survey goes beyond collecting data—it should identify real engagement challenges and lead to measurable improvements. Here’s how to ensure your pulse surveys generate actionable insights and meaningful change.

1. Ask targeted questions that address real workplace issues

Generic questions like "Do you feel engaged?" provide little value. Instead, focus on specific engagement drivers such as workload balance, manager support, career growth, and recognition. For example, instead of “Are you happy with your job?”, ask “Do you feel your work is recognized and valued by leadership?”

2. Customize survey cadence based on business needs

Not every company needs a weekly or monthly pulse survey. Determine the frequency based on organizational changes, team dynamics, and engagement goals. For high-turnover environments, monthly surveys help track shifting sentiment. For stable teams, quarterly surveys may be more effective.

3. Use AI and real-time analytics to spot trends

Traditional survey reports often take weeks to analyze, making insights outdated by the time action is taken. Platforms like Empuls provide real-time AI-driven analytics, allowing HR and managers to detect dips in engagement and respond proactively and quickly.

4. Close the feedback loop with transparent communication

Employees disengage when surveys feel like a one-way street. After every pulse survey, share three key takeaways, acknowledge concerns, and outline specific actions being taken. If survey results indicate burnout, discuss workload redistribution or mental health initiatives.

5. Align pulse survey insights with business decisions

Engagement data should drive strategic decisions, not sit in an HR dashboard. If surveys reveal a decline in leadership trust, use insights to refine manager training programs. If remote employees report feeling disconnected, introduce virtual engagement initiatives.

A well-structured pulse survey process doesn’t just track engagement—it empowers leaders to act on real-time data and create a workplace where employees feel heard, valued, and motivated.

Misurare il sentiment dei dipendenti in tempo reale con i sondaggi Pulse

Tenete sotto controllo i livelli di coinvolgimento con il sondaggio Empuls. Ottenete un feedback immediato, identificate le preoccupazioni e agite per creare una forza lavoro più impegnata.

Provate ora i sondaggi Pulse

How do you administer employee pulse surveys?

Una volta considerati tutti i fattori di cui sopra, si può procedere alla somministrazione del sondaggio con questi semplici passaggi:

• Annunciate l'indagine: Come già detto, potete aumentare le probabilità di ottenere un alto tasso di risposta condividendo tutti i dettagli che i dipendenti devono conoscere sull'indagine. Per ottenere un effetto migliore, è preferibile che sia l'amministratore delegato ad annunciare l'indagine.
• Lanciare l'indagine: Inviare il link dell'indagine ai dipendenti. È possibile utilizzare sia le e-mail che i messaggi di testo, in modo che possano utilizzare quello che è più accessibile.
• Inviare promemoria: È necessario ricordarlo ai dipendenti durante le riunioni o le conversazioni, in modo che il sondaggio resti una priorità per loro.
• Condividere i risultati e analizzarli: Dopo aver chiuso l'indagine, dovrete condividere i risultati del sondaggio con i dipendenti e analizzarne i risultati. È possibile creare dei focus group per identificare i temi, affrontare problemi specifici e studiare possibili soluzioni organizzative.
• ➡ Plan post-survey actions: This is the crux of the pulse survey process. Your executive team and employees must know the next steps, including a feasible timeline and the people involved. This stage will also determine the likelihood of high future response rates.
• Ripetere: è necessario ripetere il processo regolarmente. Tuttavia, ricordate di evitare la stanchezza da sondaggio. Come già detto, i dipendenti devono vedere dei miglioramenti prima di partecipare volentieri ai sondaggi successivi.

Check out the next part of our resource guide, which shares 15 pulse survey questions you should ask your employees.

Turning employee pulse survey results into actionable change

A pulse survey is only as effective as the action it drives. Too often, companies collect feedback but fail to translate it into meaningful improvements. Employees quickly recognize when their input doesn’t lead to change, which can erode trust and lower participation in future surveys. To ensure survey results drive real impact, here’s how organizations can analyze, communicate, and act on pulse survey insights effectively.

1. Look beyond scores—identify root causes

Many organizations focus on engagement scores without investigating why certain areas are thriving or struggling. A low score on “Do you feel valued at work?” isn’t just a number—it signals deeper issues like lack of recognition, limited career growth, or weak leadership support. Instead of reacting to numbers alone, analyze open-ended responses and cross-check with previous survey trends to uncover underlying causes.

2. Segment data to uncover hidden patterns

Aggregated results can hide critical engagement gaps within teams or job levels. Instead of looking at company-wide engagement scores, break down results by department, seniority, tenure, and location. A company-wide engagement score of 70% may seem healthy, but if new hires in one division score 50%, the problem is not engagement—it’s onboarding, unclear expectations, or poor leadership within that team.

3. Prioritize “high-impact” issues over surface-level fixes

Not all engagement concerns carry equal weight. Some issues, like communication gaps between teams, may be minor inconveniences, while others—such as high stress levels due to unmanageable workloads—can directly impact retention and performance. Prioritize high-impact engagement barriers that affect business goals, turnover risk, and productivity rather than making cosmetic improvements.

4. Communicate findings with transparency and accountability

One of the biggest mistakes companies make is withholding results from employees. If employees take the time to provide honest feedback, they expect to see it acknowledged. Instead of vague statements like “We appreciate your input and will work on improvements,” be specific:

• “Survey results show that 42% of employees feel unclear about career growth opportunities. In response, we are launching a structured mentorship program by next quarter.”
• “Only 30% of employees feel leadership is accessible. To address this, we will implement monthly Q&A sessions between employees and senior leaders.”

This level of transparency builds trust and signals that leadership takes feedback seriously.

5. Take immediate action, then track progress over time

Making visible, meaningful changes quickly increases participation in future pulse surveys. If a pulse survey highlights lack of recognition, don’t spend months designing a perfect solution—start with immediate changes like peer recognition programs, then refine over time.

Additionally, track engagement scores over multiple survey cycles. If scores in a previously weak area don’t improve despite changes, it may indicate that the root issue wasn’t fully addressed or that additional interventions are needed.

Empuls: Capture real-time employee sentiment with pulse surveys

Understanding employee sentiment in real-time is essential for fostering engagement and reducing turnover. Empuls' employee pulse survey tool helps organizations gather frequent, meaningful feedback to track engagement trends, address concerns, and enhance workplace satisfaction.

Why choose Empuls for employee pulse surveys?

• Automated & AI-Powered Surveys: Schedule recurring pulse surveys and get AI-driven insights to identify engagement trends before they become problems.
• Anonymity for Honest Feedback: Encourage employees to share candid responses with confidential and bias-free surveys that promote transparency.
• Real-Time Analytics & Actionable Insights: Instantly access reports highlighting key engagement drivers, making it easier to act on feedback quickly.
• Customizable & Research-Backed Templates: Use pre-built templates or tailor questions to fit your organization's specific engagement goals.
• Seamless Integration: Connect with Slack, Microsoft Teams, and other workplace tools, making it easy for employees to participate without disrupting workflow.

With Empuls' employee pulse survey, HR leaders and managers can stay ahead of engagement challenges, foster a culture of continuous improvement, and create a more motivated workforce.

👉 Start using Empuls pulse surveys today

Final thoughts on employee pulse surveys

A well-designed employee pulse survey is more than just a feedback tool—it’s a proactive approach to understanding workplace sentiment, identifying concerns, and fostering a culture of continuous improvement. Organizations can boost engagement, improve retention, and enhance employee satisfaction by collecting frequent, real-time insights.

However, the real impact of pulse surveys lies in how organizations use the data. Simply gathering feedback isn't enough—analyzing trends, taking swift action, and communicating changes transparently is key to making pulse surveys effective. When employees see their feedback leading to actual improvements, trust increases, and engagement follows.

By implementing best practices, leveraging AI-powered analytics, and ensuring follow-through, businesses can create a more responsive, engaged, and motivated workforce.

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