The participation rate shows how many Employees respond to each Pulse Survey. A higher rate gives you more accurate and representative insights about your organization.
If your rate is low, there are simple ways to boost engagement and show teams their feedback matters.
Tips to boost participation
Start by building trust and consistency:
Communicate purpose. Remind teams why surveys matter and how feedback is used.
Be consistent. Regular surveys help build habits and set clear expectations.
Empower managers. When Direct Managers engage with surveys, their teams are likelier to do the same.
Following up on survey results is also key:
Share outcomes. Let Employees know what’s being done with their input.
Celebrate success. Use positive results to recognize progress and highlight team wins.
Tools to help
Workleap Officevibe offers built-in tools that support participation.
Use Good Vibes to encourage appreciation and maintain engagement between surveys. Discuss survey results in 1-on-1s to show that feedback leads to action. Enable anonymous feedback to create a safe space for honest responses.
You can monitor progress in the Pulse Survey report to identify trends and areas for improvement.
| Here are questions and best practices to discuss with Managers: |
1. How often do you expect Managers to share results with their Team(s)? | Officevibe recommends sharing results once a month. However, managers can share results with their team anytime by enabling team visibility of the Pulse Survey Report under the report tab. |
2. Do you expect Managers to reply to all Feedback? | Officevibe recommends aiming to reply to as much feedback as possible, focusing on the constructive labels in-app. |
3. How often should Managers reply to feedback? | Officevibe recommends blocking time once a week and allocating this time to Team Members. |
4. How often should Managers meet their employees for 1-on-1s? | Officevibe recommends meeting every 2 weeks. |
5. Who is accountable for defining Goals? | Officevibe recommends a mixed approach of Organizational Goals set by Executive Managers and Team Goals defined by Team Managers. |
6. Who is accountable for defining Individual Goals? | Officevibe recommends that employees set individual goals and validate them with the managers during a 1-on-1 meeting. |
7. Who can the Manager contact if they need assistance? | Officevibe recommends letting Managers know the administrators work internally and sharing the Officevibe support email. |
Tip: Feel free to look at our Administrator Toolbox and Manager's Toolbox for more insight! Remember, we are here to help... always!