Strategies for scheduling and sending engagement surveys within Pomello.
In general, within Pomello there are three primary things that determine how often you should send the culture survey:
- Use Case - Your intended use of Pomello will likely be the largest determining factor in your survey cadence. You’ll obviously want to look at this in conjunction with the following:
- Receptiveness to surveys within your organization - You’ll want to keep in mind levels of trust as well as other competing surveys in determining how frequently you’ll send culture surveys.
- Competing initiatives & leadership prioritization
In this quick overview, We’ll be looking at the first two primary use cases. While we’re receptive to the third, and happy to offer guidance, you’ll be best equipped to understand the nuances of this.
Internal Culture Shift
If you are using Pomello as a tool to modify culture during one of the following, generally we recommend a cadence of 6 months for culture re-calibration. If your organization is experiencing a large degree of rapid culture shift and you feel that your employees may be receptive to increased screening.
- An erosion of trust within an organization.
- Large culture shifts as a result of multiple departures
- Large culture shifts as a result of acquisition.
- Large culture shifts as a result of internal reorganization.
- This can be used in conjunction with an aspirational survey for the leadership team.
If you are using Pomello as a tool to monitor culture across your organization from a maintenance perspective, generally we recommend annual culture surveys. Culture shifts without major structural or organizational shocks tend to be gradual, so if you feel your organization is healthy
Again, this can be used in conjunction with an aspirational survey for the leadership team. -
Screening Use Cases
If your primary use case is screening, we recommend maintaining baselines more actively with the members of your organization that you will be using as hiring benchmarks, while employing either one of the strategies above with respect to your broader organization.
While employing any of the strategies on the preceding pages, it is important to think about a few factors.
- How many other surveys are your employees receiving? If they receive several surveys throughout the year, you may want to consider going for a slightly lower cadence than recommended in the preceding slight.
- Have your employees received another survey recently? If so, you may want to consider staggering your surveys such that they are not receiving Pomello near the same time as another survey.
- Do you have a high level of trust or a low level of trust within your organization? This will have a direct impact on how regularly employees will be willing to fill out the survey. Keep this in mind and communicate clearly with respect to the surveys intent. Also consider a lower cadence.