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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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At Creaholic, we believe that if you have a growth mindset you can learn something valuable from any experience. I was supposed to write a text for this blog last week and got completely sidetracked by following the US presidential race in all its nail-biting development. The planned text remained unwritten but I did learn a lot – not only about US geography and the intricacies of the election system – and I’d like to share some thoughts.

By Karin Hilzinger | 2 minutes reading time

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What is the goal of employee surveys? It is to find out what is going well and where there are obstacles in the daily (cooperative) work. If you remove these, everyone in the company can do a good job. So much for the theory. In reality, however, you often stumble when you move from the survey results to noticeable improvements. What are the requirements for an effective employee survey?

By Nils Reisen | 2 minutes reading time

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The Coronavirus lockdown made it considerably more difficult to do our jobs. With many people working from home, keeping in touch and collaborating with coworkers was a challenge. Our survey tool Pulse helped our customers and us to cope with this extraordinary situation. Here is what we have learned along the way.

By Nils Reisen | 3 minutes reading time

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The following argument is often made: if the survey is not anonymous, employees won’t dare tell the truth and very important information is lost. Is this true? When we developed Pulse, we wanted to get to the bottom of this question empirically and ran a little experiment.

By Nils Reisen | 4 minutes reading time

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How do you make the “elephants in the room” visible to everyone? Swisscom answered this question with Pulse and brought organizational innovation back to grassroots. The most important lesson learned: transparent feedback transforms “elephants in the room” into opportunities for improvement. We spoke to Philippe Nicod, Group Human Resources, Swisscom. Here are his top learnings.

5 minutes reading time

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We thought so, too. After all, anonymity seemed to be the sacred cow of employee surveys. But then we began to have doubts: Do anonymous surveys really result in valuable employee feedback? Is it used to implement improvements that benefit everyone at the company? Read on to find out what we did to the sacred cow.

By Nils Reisen | 6 minutes reading time

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Today is National Inventor's Day in the USA. Because it is still a while until the local Inventors' Day on November 9th, we take the opportunity to tell you about an invention from Switzerland.

By Nils Reisen | 6 minutes reading time

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The classic, anonymous annual employee survey with many questions and quantitative data no longer corresponded to the dynamic, innovative culture of localsearch. So the HR managers set out in search of a better alternative. With Pulse, they found what they were looking for.

By Claudia Leu | 5 minutes reading time

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How's the work with the Pulse results going? Could you already implement concrete improvement measures? With our new features this has just become even easier: Now you get the most important results of your team directly by e-mail, you can like comments and – thanks to our new materials –  you can moderate the discussion of results in your team with confidence. Find out more here.

1 minute reading time

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Who doesn’t know the good old employee survey? Many questions, a lot of effort, few noticeable improvements. At my former employer, a company with 20,000 employees, we used precisely this kind of survey. In a lengthy questionnaire, we asked employees about relevant and less relevant details. The results were not actionable, and we could only rarely translate them into tangible improvements. It reminded us a bit of the wish list for Santa – and not only in this season of the year. Employees gave feedback on what was not going well and where improvements were needed. Santa looked at what he could conjure out of his sack. Unlike the real Santa, however, he often didn’t bring the right gifts.

By Nils Reisen | 4 minutes reading time

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