Like most organisations, you probably wish you could get more feedback from your team. For a number of years now, IT Partners have been using the TINYPulse tool to help us prompt, capture and utilise feedback from our Team. While this isn’t our only channel for feedback, we have had many fantastic company wins derive from TINYPulse feedback.
Recently we were invited to join the panel at the 2019 TINYCon Conference in Seattle to share our experiences using TINYPulse and explore how we uphold our Teams engagement with the tool. We were honoured to receive this recognition, and want to share the success we’ve had using TINYPulse with everyone, so here are our three key benefits from using TINYPulse:
1. Understand how your Team is feeling
Understanding People & Culture priorities can be difficult, but it doesn’t have to be… Why not ask your team how they feel towards a relevant topic. Has it crossed your mind how comfortable staff feel when sharing suggestions or concerns with their Managers? Simple – just ask them!
Each fortnight we send our Team a pulse on a relevant topic and the feedback is captured using either a quantitative or qualitive format. This provides us with a big picture view of everyone’s thoughts and feelings. We can then identify common themes, suggestions and attention areas. Overall, this allows us to identify what we need to focus our time and resources on, ensuring our Team is happy and productive.
2. Create your own data
Here at IT Partners we love data, but we also realise how difficult it can be to capture People & Culture data. Most of this data comes from your staff retention levels – however, when you’re supporting your people so they don’t leave for the wrong reasons, how do you generate data?
This can be achieved by sending your Team the same (or similar) pulses on a recurring basis. Monthly, quarterly, annually, whatever you prefer! A recurring pulse will create data to help you understand how your Team feels towards a topic, and whether changes have occurred over time.
Say you implement a new initiative to improve the relationship between your Management Team and your Operational Teams – how do you know if it has worked? Recurring data. Have the feelings among your Team improved since you last asked this pulse? Yes – great stuff, No – dig deeper.
3. Get Stuff Done
To encourage your Team to give feedback, they need to see that you are taking their contribution seriously – even if their suggestion is not feasible, people want to be acknowledged. With the data we collect from each fortnightly pulse, we identify action points that need to be addressed, and then publish the results and action plan to the Team. This way our Team can see that their contribution has been acknowledged, considered and evaluated. They can also understand the actions we intend to take, which creates accountability for our People & Culture Team and Senior Leadership Team.
While annual surveys can provide organisations with some insightful data – they are timely (both to complete and analyse) and can be skewed by the emotions of the respondent at that point in time. Alternatively, using TINYPulse we can capture regular and specific feedback from our Team to ensure we are gathering a more accurate picture. Take our People & Culture benchmark for instance – How happy are you at work (1-10)? We ask this question each quarter (regular) and it’s relatively simple (specific). However, if you asked this question once a year it could be affected not only by the time of year, but the emotions of that individual and any issues that have been built-up.
If you would like to learn more about how we use TINYPulse, please reach out to our People and Culture Team at email@example.com.