For People & HR
Make listening a monthly routine.
Organise participants, invitations and the monthly schedule. Help leadership respond to what employees share.
Keep participants and local time windows organised.
Follow participation at an appropriate group level.
Make someone responsible for employee feedback.
Less coordination. A clearer monthly rhythm.
Agree the population, the focus and who owns the response. People choose a suitable time and language. Administrators follow invitation and scheduling information; protected results keep private conversation content separate.
What this looks like in practice.
One fictional company, with the information relevant to your role.
Who responded
96 people approved a pulse answer. 24 voices are missing from this month's pulse.
August · Common pulse question · 120 people invited
Company coverage
Company totals only. No small team response counts.
Coverage tells you whose perspective is represented. It does not tell you why someone did not respond. Each group's result also needs enough answers to that specific question.
Make each month's handoff clear.
Administration prepares the cycle. Employees review what they share. Leadership chooses actions. The feedback owner publishes the response. The next month checks what changed.
Make the rules easy to explain.
Before inviting people, explain who receives results, what is protected and how personal follow-up works. Agree local data handling and employee communication for every region in the rollout.
Bring your first question.
Tell us what you want to understand. We’ll work through scope, price and the first listening round with you.
Example views use fictional data. Company listening, access and regional requirements are confirmed during onboarding.