Pulse Assessments




"How do we effectively gather and tangibly measure feedback while not having face-to-face conversations, and continue encouraging effective change management within our workforce? We believe the answer lies in pulse assessments."



As the landscape of work has changed significantly even in a few short months, so has the landscape of feedback. In a period where formal feedback initiatives linked to leadership development programs effectively grind to a halt, it might be easy to make the mistake of thinking that feedback in general will also cease. This may be a very costly assumption to make.


Feedback has never been more important, especially as a measure of the mental health and wellbeing of our employees. How then do we effectively gather and tangibly measure feedback while not having face-to-face conversations, and continue encouraging effective change management within our workforce? How can we ensure that going forward, as working from home becomes more and more common, we are still acting on data analytics to make organisational decisions?


We believe the answer lies in pulse assessments.




A pulse is effectively a short, sharp capture of feedback measuring change management over time. In contrast to a 360 feedback assessment, which captures feedback of an individual at one point-in-time, pulses are sent through at intervals determined by a participant or project manager, and can measure any area of behavioural indicators. From leadership competencies to functional capabilities, pulses also measure levels of engagement, wellbeing, functional skill, culture, or value alignment within the organisation. The end point of a pulse should give a clear picture of how an individual or group has changed in behaviour over time, and ideally correlate with initiatives that have supported their growth in that period. It’s a great way to measure not only behavioural change, but also the potency of organisational change initiatives.


With that as an end goal, what does a good pulse assessment actually look like?


Primarily, user-experience plays a big part in the effectiveness of a pulse assessment. It should be entirely mobile-friendly, so that a user can set up their own assessment, provide feedback, and view interactive reporting, all on their mobile phone. A good pulse assessment should be customisable in content and rating scale, so that you can predetermine a set of questions related to your own organisation, and should also allow users to select on the areas and behaviours that apply to them. The frequency of pulses should be determined by the user, as should any details about reminders, to ensure that they are completing the pulse assessment at a convenient point that works for them. Whilst at the moment this may not play as big a part, under normal circumstances a participant might decide to have a pulse reminder be sent to them on their way to work on a particular day of the week, allowing them to complete on public transport on a journey to the office.




"It’s a great way to measure not only behavioural change, but also the potency of organisational change initiatives."



The user experience of the pulse will determine if it thrives or not. Ensuring that not only the look and feel is fantastic, but also that the completion of an assessment isn’t too cumbersome, will directly increase usage of the functionality. Users should be able to predetermine how many questions they receive at each interval, so that the process of completion takes a matter of a minute or two.


Reporting should be intuitive, allowing users to clearly see how they’ve responded at each interval to each behavioural indicator, and should be easily accessed and interpreted on a mobile phone. If given easy to interpret reporting, the pulse assessment will put change management in the centre of not only an organisation or learning and development initiative, but also at the forefront of each individual user’s mind.


It’s a great way to help employees feel connected and understand their concerns during this time, as well as going forward in an everchanging work environment.


Curious about pulse assessments? Profiling Online has made our team pulse functionality freely available to all. With the mental health and wellbeing of your employees being of great concern during a period of working from home and workplace uncertainty, our pulse is an invaluable tool to check in on your team's wellbeing. Click here to find out more:






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The Innovation Lab

The Innovation Lab is a collaborative business unit that is dedicated to the continued enhancement and increased capability of the Profiling Online software and employee assessment platform.


Listen to our Podcast!

Making Feedback Simple is a podcast designed to do exactly that - make the process of gathering and acting upon employee feedback a simple task! We work through different elements of the feedback life cycle with expert help and special guests.

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'Designing and Implementing a Successful Competency Assessment Program'

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