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PÜLS 
EMPLOYEE ENGAGEMENT MONITORING 
PROGRAM
THE PROBLEM WITH ENGAGEMENT SURVEYS 
Survey 
Long list of questions, 
10 minutes to 
complete 
Results 
How can we dig 
deeper in one area? 
Action Plan 
Long list of items 
covering all parts of 
the survey 
Which questions 
should we add? Lets 
put them all in in 
Results 
Planning 
Which strategies 
helped, which had 
no impact? 
case. 
The typical engagement survey 
process doesn’t work. 
Doing a survey once a year forces HR 
managers to include a lot of question 
(just in case). This reduces the validity 
and reliability of the survey. 
As well, the laundry list of 
recommendations is typically too much 
for organization to execute. Which 
ones really had an impact? Impossible 
to know. 
O N C E A 
Y E A R I S 
N O T 
E N O U G H 
w w w . G r e e n E l e p h a n t T e a m . c o m 
5 1 4 . 6 1 2 . 0 5 1 1
PÜLS APPROACH 
Survey 
Dynamic survey that 
presents only relevant 
questions. 
Results 
Exception-based 
question routing 
allow to dig deeper 
into problems. 
Action Plan 
Short list of priorities 
based on the 
engagement value 
hierarchy. 
Add questions for 
specific groups, 
issues or time 
Results 
Planning 
Which strategies 
helped, which had 
no impact? 
period. 
PÜLS allows HR leaders to use 
engagement as a key performance 
indicator. 
We survey a different group of users 
every month to get constant feedback 
on engagement. This keeps managers 
engaged all year long. 
The survey only asks relevant 
questions, based on previous answers. 
On average, the survey takes less 
than 90 seconds to fill out. 
Every month, you can add your own 
questions targeting specific groups, 
time of year or to address a specific 
issue. 
M O N T H L Y 
: 
E N G A G E 
M E N T A S 
A K P I . 
w w w . G r e e n E l e p h a n t T e a m . c o m 
5 1 4 . 6 1 2 . 0 5 1 1
THE MODEL 
Engagement doesn’t happen by 
accident. It follows a predictable path 
where Basics need to be in place for 
engagement to happen. 
Our survey is based on the 
engagement value hierarchy, a model 
based on Maslow’s Hierarchy Of 
Needs. This models makes it easy for 
managers throughout the organization 
to understand the gaps. 
The model also helps prioritize 
improvements, so you are not wasting 
precious time and resources. 
SELF-ACTUALIZATION 
SELF-ESTEEM 
BELONGING 
SAFETY 
PHYSIOLOGICA 
L 
DEVELOPMENT / VISION 
RECOGNITION 
TEAM 
SUPERVISION 
TOOLS 
w w w . G r e e n E l e p h a n t T e a m . c o m 
5 1 4 . 6 1 2 . 0 5 1 1
DONE IN 90 SECONDS 
90 seconds. That’s the average time it 
takes employees to fill out our survey. 
Using an exception-based approach, 
we can use the survey’s responses to 
adapt the next set of questions. 
And when an employee is dissatisfied, 
we can ask diagnostic questions right 
away, something other employees 
don’t need to see. 
This approach not only increases 
response rate, it also helps manage 
user expectations. 
Question1 Tools 
Question 2 
Question 3 
Question 4 
Supervision 
Team 
Recognition 
Supervision 
Diagnostic 
Question 
Team 
Diagnostic 
Question 
Tool 
Diagnostic 
Question 
w w w . G r e e n E l e p h a n t T e a m . c o m 
5 1 4 . 6 1 2 . 0 5 1 1
REPORTS YOU CAN USE 
Every month, we provide you with a 
report that highlights not only the 
results but also the variations. 
Our exception-driven approach 
highlights the areas of concerns, and 
the areas with positive improvements. 
You can thus easily see which 
initiatives had positive results and 
which didn’t. 
What better way to keep managers 
focused on engagement, all year long. 
w w w . G r e e n E l e p h a n t T e a m . c o m 
5 1 4 . 6 1 2 . 0 5 1 1
FULLY MANAGED PROCESS 
Setup 
Administration 
Reporting 
Evolution 
Running a monthly survey can quickly 
become a burden on the HR team. 
This is why we take care of everything: 
from survey setup, administration, 
reporting to evolution. 
You will get a monthly report with the 
results an our analysis. And every 
quarter, we will run a workshop to plan 
the next iteration of the survey. 
This approach also guarantees 
confidentiality, a key element for 
obtaining valid engagement data. 
w w w . G r e e n E l e p h a n t T e a m . c o m 
5 1 4 . 6 1 2 . 0 5 1 1
SIMON CHAPLEAU 
GREEN ELEPHANT 
SIMON@GREENELEPHANTTEAM.COM 
514.612.0511 
GREENELEPHANTTEAM.COM 
CONTACT US TO 
DISCUSS YOUR 
SPECIFIC NEEDS:

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PULS Employee Engagement Survey

  • 1. PÜLS EMPLOYEE ENGAGEMENT MONITORING PROGRAM
  • 2. THE PROBLEM WITH ENGAGEMENT SURVEYS Survey Long list of questions, 10 minutes to complete Results How can we dig deeper in one area? Action Plan Long list of items covering all parts of the survey Which questions should we add? Lets put them all in in Results Planning Which strategies helped, which had no impact? case. The typical engagement survey process doesn’t work. Doing a survey once a year forces HR managers to include a lot of question (just in case). This reduces the validity and reliability of the survey. As well, the laundry list of recommendations is typically too much for organization to execute. Which ones really had an impact? Impossible to know. O N C E A Y E A R I S N O T E N O U G H w w w . G r e e n E l e p h a n t T e a m . c o m 5 1 4 . 6 1 2 . 0 5 1 1
  • 3. PÜLS APPROACH Survey Dynamic survey that presents only relevant questions. Results Exception-based question routing allow to dig deeper into problems. Action Plan Short list of priorities based on the engagement value hierarchy. Add questions for specific groups, issues or time Results Planning Which strategies helped, which had no impact? period. PÜLS allows HR leaders to use engagement as a key performance indicator. We survey a different group of users every month to get constant feedback on engagement. This keeps managers engaged all year long. The survey only asks relevant questions, based on previous answers. On average, the survey takes less than 90 seconds to fill out. Every month, you can add your own questions targeting specific groups, time of year or to address a specific issue. M O N T H L Y : E N G A G E M E N T A S A K P I . w w w . G r e e n E l e p h a n t T e a m . c o m 5 1 4 . 6 1 2 . 0 5 1 1
  • 4. THE MODEL Engagement doesn’t happen by accident. It follows a predictable path where Basics need to be in place for engagement to happen. Our survey is based on the engagement value hierarchy, a model based on Maslow’s Hierarchy Of Needs. This models makes it easy for managers throughout the organization to understand the gaps. The model also helps prioritize improvements, so you are not wasting precious time and resources. SELF-ACTUALIZATION SELF-ESTEEM BELONGING SAFETY PHYSIOLOGICA L DEVELOPMENT / VISION RECOGNITION TEAM SUPERVISION TOOLS w w w . G r e e n E l e p h a n t T e a m . c o m 5 1 4 . 6 1 2 . 0 5 1 1
  • 5. DONE IN 90 SECONDS 90 seconds. That’s the average time it takes employees to fill out our survey. Using an exception-based approach, we can use the survey’s responses to adapt the next set of questions. And when an employee is dissatisfied, we can ask diagnostic questions right away, something other employees don’t need to see. This approach not only increases response rate, it also helps manage user expectations. Question1 Tools Question 2 Question 3 Question 4 Supervision Team Recognition Supervision Diagnostic Question Team Diagnostic Question Tool Diagnostic Question w w w . G r e e n E l e p h a n t T e a m . c o m 5 1 4 . 6 1 2 . 0 5 1 1
  • 6. REPORTS YOU CAN USE Every month, we provide you with a report that highlights not only the results but also the variations. Our exception-driven approach highlights the areas of concerns, and the areas with positive improvements. You can thus easily see which initiatives had positive results and which didn’t. What better way to keep managers focused on engagement, all year long. w w w . G r e e n E l e p h a n t T e a m . c o m 5 1 4 . 6 1 2 . 0 5 1 1
  • 7. FULLY MANAGED PROCESS Setup Administration Reporting Evolution Running a monthly survey can quickly become a burden on the HR team. This is why we take care of everything: from survey setup, administration, reporting to evolution. You will get a monthly report with the results an our analysis. And every quarter, we will run a workshop to plan the next iteration of the survey. This approach also guarantees confidentiality, a key element for obtaining valid engagement data. w w w . G r e e n E l e p h a n t T e a m . c o m 5 1 4 . 6 1 2 . 0 5 1 1
  • 8. SIMON CHAPLEAU GREEN ELEPHANT SIMON@GREENELEPHANTTEAM.COM 514.612.0511 GREENELEPHANTTEAM.COM CONTACT US TO DISCUSS YOUR SPECIFIC NEEDS: