Question cadence

Your first Friday Pulse questions include both the…

• Happiness questions – how happy you are at work, the ability to share Notes to explain your score and the team building question, plus
• Culture Profile – these 15 deeper dive questions cover the main drivers of happiness at work

Your Happiness questions will continue weekly, your Culture Profile questions will be asked once a quarter. Both sets of questions are asked in the first week.

We suggest teams to set up two repeating meetings to discuss results:

1. Reflecting on team Happiness results weekly, and
2. Reviewing team Culture Profile results quarterly

The organization or wider departments will also want to set up meetings and times to regularly review overall scores and dig into team data where relevant but Friday Pulse works best when everyone gets involved.

If you don’t have these team meetings set up yet, we recommend you set them up now.

Reflecting on your weekly happiness results

Set up a regular meeting each week for just after your questions have closed, or add an agenda item to an existing team meeting to talk through your results together. 10 minutes can be enough to discuss these results weekly, but if you can spare 30 minutes, that’s even better!

Friday Pulse provides a Presentation [LINK] to guide your results conversation. Just select your Team results on the Dashboard and then click “View Presentation”. The presentation has been specifically designed to guide your results conversations in the most effective way.

Deepening the discussion

• If scores are continually low or OK but it’s not clear why, try flipping things and discussing what a 4 or a 5 week would look like. How can you work as a team to have more of those weeks?
• If you have low numbers of Celebrations shared, ask each member of the team to share something that went well last week – these can be really small and don’t even have to be work related
• If you feel there are Frustrations that are not being shared, be patient and continue to leave space for people to share – it can take people time to feel comfortable enough to articulate frustrations
• If needed, take discussions into 1:1s – don’t guess at what others might be scoring, but talk about what you think could be behind team scores

Low response rates or no scores?

Make sure you have this discussion whether you have a Happiness score or not. It’s obviously better when you have scores, but don’t let low participation stop you from holding the meeting - you can still use the presentation with no scores.

Getting into the habit of discussing results is key to maintaining response rates and looking after happiness at work.

Reviewing team culture quarterly

Set aside some extra time each quarter to review your quarterly results.

Step 1

We recommend first looking at your scores on the Reports Overview page. This page is available to all users and everyone can see their team/s scores and the “everyone” scores, along with their own personal scores.

As a group…

1. Take some time to celebrate your higher scores. This is something that teams often forget to do, but it’s really powerful to notice what’s going well. Talk about what scores you’re pleased about and what is behind those good scores
2. Spend a little bit of time discussing any scores that are a surprise. Try not to get into focusing on solutions just yet though!

Step 2

Next move to your Impact report. Everyone can access this report too.

This unique report helps identify areas that are most likely to improve happiness at work, based on our extensive research data. You can read more about the Impact report here.

Discuss and agree together as a group which area you’ll focus on so everyone is in agreement. We recommend picking just one area to focus on each quarter as these are big topics to move the needle on.

You can approach conversations about these areas in two ways, either;

1. What can be improved – this is essentially talking about “what’s wrong” and can work well for topics such as Feedback. For instance, what’s missing for Feedback – what types of feedback do people need more of and from who?
2. Alternatively, start with “what good looks like”. What would it look like for people to score a 4 or a 5 for a particular topic area? This can be a more comfortable way to approach the conversation and it doesn’t feel as revealing as everyone can participate, whether they’re already scoring high or not. This can be a good place to start for topics such as Fairness and respect and Free to be yourself. Once you know “what good looks like”, talk about what’s needed to get closer to that “good” together.

The Help Center has tips for teams to improve all 15 of the Culture Profile topics – go to The Science section then into the ‘Five Way’ the topic sits in, to find these guides.