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Our new Peer Feedback module is off to a great start! We’ve made some updates so that you can further adapt it to your needs. We have also introduced an important new feature for this valuable function: everyone in the company can initiate surveys for their team with just a few clicks. Based on customers’ feedback, we significantly improved the results dashboard to simplify the navigation and score comparison. And thanks to our design update, Pulse Feedback also got a little prettier. 💄

By Nils Reisen | 2 minutes reading time

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We recently had the opportunity to attend different workshops where agile team members were invited to give feedback to each other on their performance and the achievement of their goals. Even within agile teams, it isn’t easy to share critical feedback, one of the pillars of agility.

By Gladys Winkler Docourt | 3 minutes reading time

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Pulse Feedback was developed internally at Creaholic. Thanks to its structure and people, Creaholic is an unusal place and for more than 30 years has been guiding companies successfully into the future. However, these strengths also lead to quite a few ordinary problems. For example, how does one conduct meaningful performance reviews in such an environment? Find out more in this article.

By Nils Reisen | 6 minutes reading time

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The questions asked in the survey are at the heart of Pulse Feedback. However, formulating effective questions requires expertise and experience. To help you create professional surveys in a few simple clicks, we’ve developed a scientifically based catalogue of questions that covers all the essential topics. In this article, you’ll learn more about our questionnaire’s scientific foundation and content.

By Nils Reisen | 9 minutes reading time

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In 2021, we're proud to announce our biggest milestone: the launch of Peer Feedback, our new product module at Pulse. Peer Feedback helps everyone in your company grow by providing a safe and straightforward setting for valuable 360° feedback. But that’s not all! We've also implemented many other improvements for our existing module, now called Team Feedback.

2 minutes reading time

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Most employee surveys are run with a similar top-down approach: a person or a small team designs the survey, analyses the results and reviews the results together with the management team. This is great for certain applications but much less so for others, where a bottom-up approach is the better choice. In this article, we explain both approaches in detail and show which approach is best in which situation.

By Nils Reisen | 6 minutes reading time

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What role does psychological safety play in today’s and tomorrow's workplace? Because we wanted to know exactly, we spoke to Ina Goller. Ina is an Innovation Management Professor at the Bern University of Applied Sciences and has been working in the national and international coaching, training and consulting sector for over 20 years.

By Claudia Leu | 6 minutes reading time

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Who has the best idea of what your employees need to do good work? They do themselves! In our experience, companies do best when they start from this understanding, and when employees are included in the development process for the employee survey. If you’re wondering how to design your employee survey so that it leads to meaningful change, then you’ve come to the right place.

By Dominique Schmid | 10 minutes reading time

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Can you go to your boss with honest criticism? Does your work environment regularly include constructive feedback that helps you grow? Read on to see why a constructive feedback culture is important. We’ve also put together a few tips on the subject to help you get started right away.

By Claudia Leu | 4 minutes reading time

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Psychological safety is a crucial driver for high performing teams. This article shows you why this is the case and provides expert advice on how you can increase your team’s psychological safety.

By Nils Reisen | 5 minutes reading time

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If you google employee engagement today or follow HR forums or the news, you’ll hear about just how low employee engagement rates are. Gallup regularly tracks engagement levels and reports that “85% of employees worldwide are not engaged or are actively disengaged in their job” (Gallup, 2017). Why is that?

By Nils Reisen | 2 minutes reading time

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You’ve probably heard this before: higher employee engagement means improved productivity and more contribution to the company’s growth and success. Increasing engagement can be a bit of a challenge, especially if you have a large organisation looking to you for guidance. But you can do it! Here are few ideas that you might find helpful.

By Nils Reisen | 3 minutes reading time

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Unions and employee representatives play an important role in employee surveys. Their goal is to defend the employees’ interests. This can lead them to resist projects aimed at creating a more open feedback culture. Here are three tips on how you can ensure that the employee representatives are on your side.

By Nils Reisen | 2 minutes reading time

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In 2020, more surveys were run with Pulse than ever before. To make it as easy as possible for you to run surveys, we removed many smaller and larger stumbling stones. We have also increased the flexibility of Pulse so that you can more easily represent your organisational setup (e.g. agile teams, project teams).

By Nils Reisen | 52 seconds reading time

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Let me start with a personal story. When I took up a new job at a large corporation a few years ago, I quickly noticed that some of my new colleagues saw feedback as a threat. This surprised me because, throughout my personal life as well as my professional career, I was used to receiving feedback. From early on, feedback became a valuable tool for me to learn and improve.

By Nils Reisen | 3 minutes reading time

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