If you’ve recently completed a full Trust Index™ Survey for your annual Certification or a list deadline, you’re not alone — but that doesn’t mean you should go quiet.
Mid-year check-ins can keep your listening culture alive, signal care, and uncover key insights without launching another full survey. Here are practical ways to gather feedback — inspired by expert insights and what’s working in other workplaces.
What are the benefits of doing regular pulse surveys?
Research consistently shows that employees value regular feedback and that frequent surveys benefit both employees and employers:
- People want to be heard more often
According to one study, about half of employees want to give more feedback than they currently do. Research shows that 1 in 2 employees want more feedback opportunities, and those who receive feedback less frequently want to give feedback more often as well. - They invite more honest feedback
The Achievers Workforce Institute found that 77% of employees are more honest in surveys than in conversations with their manager. And when surveys happen more than four times a year, 41% of employees report feeling very engaged. - Short and sweet gets better results
A study published by the National Library of Medicine (NLM) found that shorter surveys significantly outperformed longer ones in response and completion rates. Completion jumped from 37% with long surveys to 63% with ultra-short versions — without a loss in reliability. In short: less time, better data. - You can catch issues before they grow
Frequent surveys help you spot patterns early — whether it’s a dip in morale, a workload issue, or a shift in what people need to thrive. That lets you respond with intention, not just reaction.
Bottom line? Regular, concise pulse surveys help you listen smarter, act faster, and build the kind of workplace where people feel heard — and stay longer.
When is pulsing a good idea?
Pulse surveys are most effective when timed to meet a specific need or moment in your organization’s journey. There are several key scenarios where pulsing can be especially valuable:
- 3–6 months after a full survey
After a Trust Index Survey, many teams launch action plans — but how do you know if they’re working? A pulse survey at the three- or six-month mark can help you track progress. For example, if your last survey revealed low scores in recognition, a quick pulse asking, “Do you feel appreciated for your work?” can show whether your efforts are moving the needle. - After organizational changes
Whether it’s a restructure, leadership change, or team reorganization, transitions can create uncertainty. A short pulse survey can help leaders understand how employees are adjusting. One team pulsed employees two weeks after a new manager joined, asking how supported they felt — and used the feedback to tailor onboarding and communication. - Following socio-political events
External events can deeply affect employee sentiment. During times of social unrest or political tension, a pulse survey can help gauge how employees are feeling and whether they feel psychologically safe. This kind of listening shows empathy and responsiveness — even if no immediate action is taken. - To support specific demographics or teams
Sometimes, a company-wide survey doesn’t capture the nuances of every group. A pulse survey can be used to check in with a specific department, location, or demographic group. For instance, a remote team might be asked about their sense of connection, while a frontline team might be asked about workload or safety. - When resources are limited
For smaller teams or companies without a dedicated HR or people analytics function, a pulse survey offers a manageable way to stay connected. Mid-year is a great time for these teams to do a light check-in — especially if they’re not ready for a full survey cycle.
These scenarios demonstrate that pulsing isn’t just a fallback — it’s a strategic tool that can help organizations stay agile, responsive, and human-centered.
Tips for a successful pulse survey
1. Keep it simple
One of the biggest misconceptions about pulse surveys is that they need to be long or complex to be useful. We can’t tell you how many times we’ve seen teams overthink this. The truth is: short and focused wins every time — especially if you’re a small team or don’t have a dedicated people analytics lead.
When we help teams design their first pulse, we always recommend starting with just a few questions. You’re not trying to boil the ocean — you’re trying to get a quick read on something that matters right now.
Here’s how we keep it simple:
- Ask 3–5 questions max: That’s enough to get a signal without overwhelming people
- Focus on a single topic: For example, workload, recognition, or belonging — don’t try to cover everything at once
- Use plain language and explain how responses will be used: If people don’t know why you’re asking, they’re less likely to engage
This approach helps avoid survey fatigue while still capturing meaningful insights. And if you want to go deeper? Add an open-ended question. That gives people space to share what’s behind their score — and that’s where the real gold is.
2. Use what you already have
When it comes to choosing pulse survey questions, we always recommend starting with what you already know works — your Trust Index™ Survey statements.
If your organization has customized statements in your Trust Index, those are gold. They’re already aligned with your values, they’ve been validated through your last survey cycle, and — most importantly — they give you a benchmark. You can pulse on those same statements and see if you’re moving the needle.
Let’s say you had a custom statement like, “My manager encourages me to find creative solutions to challenges at work.” If that scored low in your last survey, pulsing on that same statement a few months later gives you a clear picture of whether your innovation efforts are landing. You’re not starting from scratch — you’re building on what you’ve already learned.
On the flip side, if you create a brand-new question — such as, “Do you feel a sense of community?” — and you didn’t ask anything similar in your last survey, you won’t have a baseline. That makes it harder to interpret the results or track progress over time.
So, our advice? Reuse and remix your Trust Index statements. It’s faster, it’s smarter, and it keeps your listening strategy consistent and credible.
One of the biggest mistakes we see teams make is staying silent after a pulse survey. You’ve asked people to share their thoughts — now they’re waiting to see what you’ll do with them. If nothing happens, trust erodes fast.
We always say: Listening only builds trust when it leads to visible action. Even if you don’t have all the answers yet, saying something is better than saying nothing.
Here’s what we recommend:
- Share pulse results — even if they're small-scale: A quick summary in a team meeting or a follow-up email goes a long way
- Be transparent about what might change (and what won’t): People appreciate honesty; if something’s out of scope, say so — and explain why
- Thank employees for their input and communicate next steps: A simple “we heard you” message can reinforce that their voice matters
You don’t need a big rollout or a polished deck. Just close the loop. That’s how you build a culture where feedback isn’t just collected — it’s respected.
3. Add depth with open-ended questions
One of the easiest ways to get more nuance from a pulse survey is to include an open-ended question. We always recommend this — especially if you’re pulsing on a specific Trust Index statement.
Let’s say you’re asking employees to respond to the statement, “I feel recognized for my contributions.” That’s a great closed-ended question. But if you follow it with, “What’s one thing we could do to improve recognition on your team?” — now you’re getting context. You’re hearing the why behind the score.
Open-ended questions give employees space to share what’s working, what’s not, and what they wish was different. And they’re especially helpful when you’re seeing flat or mixed results. The comments can point you toward the real story.
You don’t need to overdo it — one or two open-ended questions is plenty. But that little bit of extra listening can unlock a lot of insight.
4. Prep for what’s next
One of the best things about pulse surveys is that they don’t just help you understand the present — they help you shape what’s coming next.
Every time we help a customer run a pulse, we’re looking for patterns. Are we hearing the same feedback across teams? Are certain themes popping up again and again? That’s not just noise — that’s your roadmap.
A good pulse survey sets you up for your next big listening moment. It helps you refine your next Trust Index Survey, tailor your Great Place To Work® Effect story, or even kick off a new culture initiative. It’s not just about checking a box — it’s about building momentum.
Here’s how we recommend using your pulse results to plan ahead:
- Document themes or trends. Look for repeated feedback or shifts in sentiment.
- Use feedback to tailor your GPTW Effect story. The Great Place To Work Effect story is a narrative that organizations craft to show how their workplace culture is driving real, measurable business outcomes. It’s not just about saying “we care about culture” — it’s about using data from your Trust Index Survey (and pulse surveys) to demonstrate how trust, engagement, and employee experience are fueling things like:
- Retention
- Productivity
- Innovation
- Customer satisfaction
- Financial performance
This story is often shared internally to align leaders and teams, and externally to strengthen employer branding, attract talent, and reinforce credibility with stakeholders.
Most companies already believe culture matters — what the data does is sharpen that belief. It helps you tell a story about how your culture is evolving, where you’re making progress, and where you’re still listening.
- Start shaping your fall survey design. Let your pulse results guide what you ask next.
Think of it like steering a ship — every pulse is a course correction that keeps your culture moving in the right direction.
Real-world example: Dixon Schwabl
If you want to see the power of pulse surveys in action, look at what Dixon Schwabl + Company did.
When they asked employees to return to the office three days a week in late 2020, they thought it would be a smooth transition. It wasn’t. The leadership team quickly realized there was a lot of anxiety — so they launched a pulse survey to check in.
The results were eye-opening: only 13% of employees wanted to return full-time, and 68% didn’t want to come back at all. Instead of doubling down, they listened. They scrapped the mandate and gave employees full flexibility.
That decision wasn’t just about policy — it was about trust. And it came directly from listening.
What we love about their approach is how consistent it is. They don’t just pulse once and move on. They check in regularly with short surveys and 15-minute Zoom calls with every employee, four times a year. They ask, “How are you? What do you need?” — and they act on what they hear.
As Lauren Dixon put it: “You can’t do enough pulse surveys, because what your employees are thinking today can be very, very different next week.”
That’s the mindset. That’s what it means to build a culture of trust through listening.
Thinking about launching pulse surveys?
Pulse surveys are available on our Accelerate tier. If you want to see how pulsing surveys could give you an edge, your Customer Success Manager is This email address is being protected from spambots. You need JavaScript enabled to view it.
Not a customer? Not sure where to start with pulse surveys? We’ll walk you through it—no pressure. Speak to someone on our team.
