Pulse survey action workshops
Your pulse survey told you what hurts. We help your leaders fix it.
Share your latest pulse survey report. We read the signals, find the teams and themes that need attention, and design leadership workshops and targeted support around them. Then your next pulse shows whether it worked.
How pulse surveys work
A short, regular check on how people really feel at work
A pulse survey is a quick, anonymous questionnaire, usually 5 to 15 questions, sent to employees at regular intervals. Unlike a long annual survey, it shows how things are changing, team by team, while there is still time to act.
Pride, motivation, and whether people would recommend the company as a place to work (often reported as eNPS, a score from −100 to +100).
Recognition, feedback, support, trust, and fairness: how people experience their own manager.
Stress, balance, and whether the workload is manageable.
Inclusion, speaking up safely, career growth, and intent to stay.
The questions
Short statements rated on a 1 to 5 agreement scale, such as “My manager gives me useful feedback”, plus one or two open comment boxes.
The results
Shown as the share of favourable answers per question, compared with the last pulse and broken down by team, usually as a heatmap. Groups under about five people are hidden to protect anonymity.
The gap
Most organisations collect the data well. Far fewer turn it into action, and when nothing changes, people stop answering honestly. That is where we come in.
Who it is for
Any organisation that listens to its people, and wants to act on it
Pulse surveys are used by companies of every size, from 50-person startups to large enterprises. We work with whatever you already use: a dedicated engagement platform, the survey built into your HR system, or a simple form.
Times when it matters most
Scores have dropped in one or more teams since the last pulse.
After a restructure, merger or leadership change, when trust is fragile.
During fast growth, when many people have been promoted into their first manager role.
When attrition is rising and exit interviews point to managers.
Before an annual engagement survey, to fix known issues while there is time.
When comments mention burnout, favouritism, or not feeling heard.
Cadence
How often to run a pulse
There is no single right answer. The best cadence is the one you can act on before the next survey arrives.
During big change
For restructures, integrations or fast-moving teams. Keep it to 3 to 5 questions so people do not tire of it.
The steady rhythm
Long enough to act, short enough to see change. It lines up with our 30, 60 and 90-day follow-up, so each pulse measures our impact.
For stable teams
Works for smaller or settled organisations, alongside regular manager one-to-ones.
The full picture
A longer annual engagement survey for depth, with short pulses in between to track progress.
How we work with your report
From survey results to changed behaviour
Share
You send the aggregated report under a mutual NDA. We never need individual responses.
Read
We map the hotspots: themes, teams, trends since last time, and what the comments say.
Debrief
A 90-minute session with HR and leadership to agree priorities and who needs support.
Design
Workshops built around your own survey themes and real scenarios, not a generic course.
Deliver
To the managers and teams who need it most, in groups we advise keeping under 30, with theatre-based practice.
Re-measure
Your next pulse becomes the scorecard, plus our free check-ins at 30, 60 or 90 days.
From signal to workshop
What your pulse shows, and what we design for it
Mitigation for hotspots
When a team needs more than a workshop
Some results need a closer, quieter response. These sit alongside the workshops, led by facilitators with clinical psychology and coaching backgrounds.
One-to-one manager coaching
Confidential coaching for managers whose teams scored lowest, focused on the specific themes their team raised.
Facilitated listening sessions
A neutral facilitator meets the team without the manager present, to understand the comments behind the scores.
Manager action plans
A simple plan for each manager: three commitments, how they will share them with the team, and when they will check in.
Confidentiality
Your people’s trust is the point. We protect it.
Pulse surveys only work if employees believe their answers are safe. Everything we do keeps it that way.
- Aggregated reports only. We never ask for or receive individual responses.
- Groups of five or more. We do not report on any group small enough to identify someone.
- A mutual NDA before you share anything.
- Handled under India’s data protection law, stored securely and deleted when the engagement ends.
- Comments are themed, never quoted in a way that could identify the person who wrote them.
Questions
Common questions
We don’t run a pulse survey yet. Can you help?
Yes. We can run a short anonymous pulse for you, 8 to 12 questions built around your values, and use it as the baseline before training.
Our response rate was low. Is the report still useful?
Usually, yes. We look at which teams answered and which did not; a low response rate can itself be a signal about trust. We will tell you honestly what the data can and cannot support.
Will managers feel blamed?
No. Workshops are framed around team themes, not individual scores. Managers who need extra support get it privately through coaching.
How do we know the workshops worked?
Your next pulse is the measure. We compare the same questions for the same teams, and our free check-ins at 30, 60 or 90 days fill the gap in between.
Which survey tools do you work with?
Any. We only need the aggregated report: scores by question and team, trends, and themed comments. Most tools export this as a PDF or spreadsheet.