Orientation to TeamPulse

Getting started with TeamPulse is easy once you’ve got the right resources. Start by watching this brief 17 minute orientation video. Also check the Frequently Asked Questions, and the list of additional articles below for more detailed guidance.

Frequently Asked Questions about TeamPulse

Q: Are TeamPulse responses confidential?

A: Yes. No one including the TeamPulse Administrator see the responders identity.

Q: Can the TeamPulse Administrator see the individual survey responses by respondent?

A: No. TeamPulse is built on the premise that anonymity yields the greatest candor, and the widest possible participation. If your team is second guessing whether their answers may be divisive, or harmful to themselves or others, their freedom to be honest is likely to suffer. So all individual responses are anonymous.

Q: Can I add my own Questions?

A: No. Sorry, not at this time. The survey items (questions) built into TeamPulse have a legacy of research, as being the primary drivers in creating and fostering high performance teams. We’ve  linked them back to Team Performance, and wired them for your ease and simplicity. You can deselect any of the 16 items that are not useful for the team you’re surveying.

Q:  What are the TeamPulse survey response periods, during which the survey is open to responses?

A: The response window varies, depending upon your survey period.

  • Quarterly: response window 10 days
  • Monthly: response window 10 days
  • Weekly: six days – response window closes 1 day before period date

Q: What are the best items to include in my TeamPulse survey? Q:  What is the optimal number of items to include in a TeamPulse survey?

A:  Each team faces different and unique challenges, and so there is no one perfect answer to the mix or quantity of items you should include. Early users of TeamPulse have shared that including more than 10 survey items may deter participation from the typical team. TeamPulse has been best received when crafted in a spirit of engendering feedback that is rapid, regular, and with a minimal effort on the part of all team members. The only right answer here is to use your best judgement.

Q: How soon after starting Team Pulse should I discuss survey results with my Team?

A: Any time you have an identifiable trend of feedback (either good or bad) that you feel merits attention. Sometimes that may appear after only 1 survey period.  Other times you may want to wait for a several survey periods to accumulate.

Q: How do I bring up a discussion about the survey results?

A: Conversation starters could include: “Does anyone want to share observations about this month’s TeamPulse?”  or   “It seems our TeamPulse trending is especially (good, bad or flat) what do you think?”  Also, the Team’s responses to the open-ended questions (what should we start, stop, continue) can be a helpful primer for starting, qualifying or framing that discussion.

Q: How does TeamPulse compare to an engagement survey? Is engagement ‘passé?

A: We are not in a position to say passé but we are in a position to argue that Engagement is very broad while TeamPulse is very focused on team development and performance. We do think this is an apples-to-oranges comparison. Engagement and TeamPulse are different animals.  Engagement is trying to measure degrees of employees expressing opinions, putting in discretionary effort, and seeking out more ways to improve the service or product.  TeamPulse is very focused on a group of people trying to work together in effective ways.