Employee Pulse Survey

Periodic assessment and improvement of workplace climate and engagement

We implement a periodic survey system that combines software and consultancy. It detects changes in workplace climate and engagement before they turn into conflicts.

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Employee Pulse Survey Results software Online surveys Strategic consultancy

Hundreds of companies trust Openmet

ADVANTAGES

Advantages and benefits of the Employee Pulse Survey

Short and medium-term risk detection

We detect short- and medium-term deviations, both company-wide and specific to a department, role, etc.

Flexible analysis

We adapt the periodic survey to your needs: few or many questions, sent to your entire workforce or just part of it. You decide what, who, and when to assess.

Benchmarking with the 5F model

We offer benchmarking and external comparisons. We work with the Openmet 5F workplace climate model, but we adapt if you need different questions or indicators.

Results platform

We give you access to Openmet Feedback Manager, the easy-to-use and easy-to-manage online Business Intelligence platform.

Reports

We automatically generate reports in Word, PDF, and Excel, with various filters and levels of information.

Expert advisory

We support you with consultancy and assistance in implementing and executing the project.

HOW WE WORK

Implementation of an Employee Pulse Survey process

We support you with our own technology and strategic consultancy.

1

We define indicators and the questionnaire

Fixed and variable indicators on engagement and organizational climate, with brief (usually 4 to 10 questions) and regular questionnaires.

2

We design the panel and frequency

We define, based on your needs and with statistical support where necessary, the frequency and sample size.

3

We launch the online survey

Online surveys managed internally or externally, with high aesthetic and functional adaptability.

4

We analyze in real time

Powerful Business Intelligence environment for tracking and analyzing results in real time.

5

We identify improvements and the action plan

Support in identifying areas for improvement and advisory on action plans. And if you wish, ad-hoc reports prepared by our workplace climate consultants.

Are you interested in an Employee Pulse Survey process?

Contact us

YOUR PARTNER

Why Openmet?
You need a partner, not just software

20+ years of real-world experience

Over two decades helping with the periodic assessment and improvement of workplace climate and engagement in organizations across every sector.

500+ companies vouch for us

The trust of hundreds of clients certifies the strength and reliability of our methodology.

Proprietary technology

Exclusive Business Intelligence software to analyze results and make data-driven decisions.

Expert guidance

More than a platform. We're a consultancy specialized in the diagnosis and management of the company's human capital.

AI-augmented consultancy

More time with you, less spent on document production. We let artificial intelligence work in the background so we can focus where we add value.
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Start managing and diagnosing the proper functioning of your company's human capital today






    BLOG

    Latest articles

    News, tools, techniques, and advice on workplace climate, employee engagement, and employee experience

    work environment

    Commitment: Points to analyze in a work environment survey

    This article attempts to show the keys to OpenMet’s work environment model based on EFQM. In the 5F model, “The 5 factors for assessing human and organizational potential”, the first factor is Commitment. Commitment is composed of three major indicators that orient the keys to this factor. These are: Strategy and culture, Engagement and Loyalty. 1. Strategy and culture. This indicator will help us to understand the Strategy on the one hand: whether our employees are aware of the company’s goals, their role in the company, whether they sense that the organization trusts its people and the vision of future prospects. This is critical to understanding whether “we are all headed in the same direction.” Culture is analyzed through Management’s orientation to recognition, alignment with the goals of the latter and knowledge of and adherence to the values ​​and culture of the company. 2. Engagement. This is the second indicator of the Commitment factor. Engagement concerns direct vision, the work itself, and – indirectly – the organization. Awareness of the objectives and their clarity and willingness to work over and above what is expected are the items that best represent this direct vision. The pride of belonging to the company and even the department are key for organizational engagement. 3. Loyalty. In this indicator, several general items are analyzed that we can consider key and as having the greatest influence on commitment. On the one hand, the perception of being a good place to work and contentment with the work done as an employee and, on the other, the recommendation to others as a good place to work and repetition in the choice of current company. In summary, Commitment in the 5F work environment model relates to strategic aspects of the company, the future vision of the company, the alignment with values ​​and culture, engagement with one’s own work and with the organization, loyalty to the organization, recommending to others, pride in what is done and the general perception of the company as being a good place to work. More information on Work Environment. […]Read More… from Employee Pulse Survey
    Delegation

    Delegation, not instruction: Concept and evaluation

    Delegation is one of the necessary skills of any Leader. Good delegation is far more than the transfer of tasks and functions. To delegate properly, we need to analyze the skills, personality and experience of the people to whom we want to delegate a task. Being a good leader means being knowledgeable of the qualities and skills of team members. The person assigning the responsibilities also needs to clearly explain what they expect and provide the tools, support and funds needed to carry out the task. It is very important that the person delegating the task grants autonomy and decision-making capacity to the other person, trusting in their abilities while offering help and support when the situation so requires. Only leaders who meet these requirements will be able to retain and attract the best talent for the organization, improving the work environment and increasing business productivity and profits. To analyze the index of delegation in a company, we need measuring tools and subsequent support. There are two basic measuring tools to determine this index: Work Environment Study and Competency-based Assessment. The Work Environment will tell us how much the leaders delegate in the opinion of different reference groups. Work Environment also gives an insight into the perception of general leadership, commitment, talent management, organizational efficiency and assessment of hygiene factors Competency-based Assessment can be useful in two ways: to define the desired competencies and to find out the their development index. This is a more personal type of assessment where, besides analyzing the delegation skills of the leader, we can analyze the response of different team members to the delegation. An effective assessment allows us to correct delegation behaviors through the opinions of others and self-criticism. […]Read More… from Employee Pulse Survey
    Liderazgo

    Leadership: Points to analyze in a Work Climate project

    This article attempts to show the keys to Openmet’s work environment model based on EFQM. The second factor in the 5F model, “5 factors for assessing human and organizational potential”, is Leadership. This factor belongs to the Motivators group (Commitment, Leadership and Talent Management). Leadership. Work environment survey Leadership has four major indicators guiding us to the keys of this factor. They are: People management, Empowerment, Recognition and Feedback. The leadership evaluated is direct. 1.People management This indicator relates to the direct management of work teams and the role of the leader. The key competencies in direct team management are setting clear guidelines, active listening to ideas, conflict resolution, coordination, accessibility, clear and honest communication and team motivation. 2. Empowerment The delegation of responsibilities, the team’s knowledge of its goals and responsibilities, the leader’s ability to get the most out of their team members and the confidence they exude are the keys to effective team delegation. 3. Recognition Making sure that the team feels acknowledged is one of the hardest things for a leader to achieve. By assessing the level of recognition and comparing positive and negative feedback, we can reflect on these aspects of team management 4. Feedback Another of the most critical indicators in leadership is feedback. Clear and direct feedback, performance reviews and objective evaluation criteria are the key aspects of this indicator In summary, Leadership in the 5F work environment model, centers on aspects of direct people management. Good leader communication, coordination, accessibility, conflict management, team coordination, clear and correct delegation, recognition and constant and objective feedback are the keys to leadership assessment in our model. More information on Work Environment. […]Read More… from Employee Pulse Survey
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