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on Capterra
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on G2
4.8
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on Trust Pilot
4.5
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on Trust Radius
Different cadence, same problems.
A weekly survey with fifteen questions is a weekly survey. Participation quietly slides, and by the third month the picture is more about who has time to respond than how the workforce is feeling.
A cohort of new hires is quietly hitting a wall and the company average is hiding it, because a few strong teams somewhere else are lifting the number.
The report lands, the leadership deck gets updated, and the manager whose team is drifting has no idea any of it is going on.
Three steps, and the first one is something you could get done this week.
A short pulse in the workplace chat tool your teams already use. Answers arrive without a name attached, at whatever cadence suits you — weekly, fortnightly, monthly, with a cap so nobody gets asked too often.
The overall pulse over time, sitting next to the same picture per team, per site, per hiring cohort. When a specific group starts drifting, it shows up as a group instead of disappearing into the average.
When a team is quietly drifting, the manager and People Ops both see it while there's still time. The read-out is short, framed to help, and paired with a suggested next step rather than a request for another meeting.
Workplace chat
208
341
SMS
112
Shared kiosk
76
QR
44
Time with manager
-0.44
Workload predictability
-0.36
Recognition
-0.22
Learning time
-0.14
Team East · onboarding cohort
campaignHeard from: Weekly pulse · this week"Six responses raising the same thing this week"
Six things that keep a pulse program worth running.
Short pulses respect people's time. Higher response rates, more honest answers, less pulse fatigue by the third month.
Weekly, fortnightly or monthly, with a cap so nobody gets asked too often across the various programs running at the same time.
Workplace chat, email, SMS, shared kiosks, QR at the door. No work email required, no smartphone assumed.
The record itself doesn't carry a person. Reports lock below a minimum so a small team doesn't turn into a mini-interrogation.
Each team sees the two or three things actually moving their number, not the things mentioned most often. So the follow-up conversation has a subject.
When a team drifts, the manager and People Ops both hear about it while there's still time to do something.
One worked example with made-up numbers. Your cadence and teams would be your own.
Morale drift is picked up in week three of the drift · not at the exit conversation months later
Every number on this page is made up. Real programs start looking like this within a few weeks of going live.
Three questions in the workplace chat tool the team already uses. Answers come in over the day. The record doesn't carry a name on it.
The overall pulse is holding steady. One cohort — new hires at week four, is drifting quietly. The company average is hiding it.
The manager for that cohort sees a short read-out with the two things pulling the score. People Ops sees the same picture, framed for enablement.
The manager sits with the team on Thursday and picks up the exact thing that's been quietly landing wrong. By Friday, one of the two drivers is already better.
A few short walkthroughs, recorded in the product.
Take a TourEmployee experience management requires more than just an annual performance review or employee satisfaction survey. Get the full picture with an EX system that keeps the conversation going and delivers insights year-round.
Distribution FocusFrom weekly pulse checks to daily reports, keep the answers coming in with recurring survey invitations. With this automated distribution option, you'll set it and forget it, but invitations will continue to go out on schedule. Smart and efficient!
Data & ReportsThis powerful report allows you to measure engagement throughout your participant group and across critical segments, as well as to identify the key drivers that can have the biggest impact. Commonly used to drive employee engagement, this report delivers actionable results in an easy-to-understand form.
Design FocusAnonymous surveys invite more candid responses by protecting participant identity even from the project administrator. Boost response rates and data quality with anonymous settings. Learn how!
Real customers, and what changed for them.
"Our employees are now empowered to go above and beyond for our guests, thanks to the analytics and reports from Sogolytics."
Maria Urquiola
HR Manager, Embassy Suites Orlando
Organizations run their people programs on Sogolytics
96.7% renewal rate · trusted by K-12 districts, healthcare systems, credit unions and hospitality operatorsFive things that tend to matter once procurement gets involved.
Three questions on the front end, a proper read-out on the back end.
The record itself doesn't carry a person on it.
Kiosks, QR codes, shared devices, workplace chat. Nobody gets left out.
Every account gets a named Strategic Account Manager.
That's ours.
Three ready-made starting points you can pull into your account and reshape.
An employee pulse check survey is the perfect way to keep in touch with everyone, everywhere.
See this templatearrow_forward
The purpose of this form is to evaluate the effectiveness and effect of employee training.
See this templatearrow_forward
Get employee feedback on different departments and learn where to put attention for improvements.
See this templatearrow_forwardCustomer and people data comes in, feedback and events go out, on whatever schedule suits you.
Keep the employee list in step. New hires appear, moves are picked up, leavers drop off, automatically.
Deliver pulses in the chat tools your teams already use, with responses coming back the same way.
Employees sign in with the credentials they already use.
Drop a file on a schedule when a direct connection isn't on the table.
Independently audited controls at every layer, and your data stays in whichever region you choose.
What is an employee pulse survey?
How often should we run one?
Is a pulse response anonymous?
Can we send it through workplace chat?
How quickly can we launch?
How does an employee pulse survey tool help improve feedback?
How often should you conduct an employee pulse survey?
Why is an employee pulse survey important?
What is the difference between a pulse survey and an engagement survey for employees?
How long should a pulse survey for employees be?
Can I use AI to create employee pulse surveys?
When should you avoid sharing an employee engagement pulse survey?
Can an employee pulse survey platform reduce turnover rate?
Book a demo and we'll walk you through it, from the Monday-morning pulse to the manager opening their read-out by Wednesday.
Includes all Basic features and:
24/7 email support
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Expedited email support
Includes all Pro features and:
Priority email, phone & chat support
Includes all Premium features and:
Dedicated Account Manager
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