Make sure to include key dates in your communications, such as when you will launch Friday Pulse, when questions will close, and when results will be available. Also, outline the results managers and their teams will have access to in Friday Pulse.

People manager benefits of Friday Pulse

• Build happy, resilient teams by discussing what is going well and what can be improved.
• Identify strengths and areas for improvement within the team’s culture.
• Gain valuable insights into team morale and dynamics through regular pulse measures.
• Use the customized results presentation to hold meaningful team discussions. These meetings should align with the frequency of your pulse questions (weekly or monthly).
• Enhance team empathy, communication, appreciation, and collaboration.

Calls to action for people managers

• Be ready to explain how Friday Pulse will be used in your team and its benefits.
• Model positive participation by thanking colleagues, celebrating successes, and sharing ideas and frustrations on the platform.
• Share responsibility for happiness at work with your team.
• Encourage team participation to achieve response rates over 70%.
• Schedule regular team meetings to review results after each pulse measure (10–15 minutes for weekly, 30 minutes for monthly pulses).

Common people manager FAQs

But we’re already really busy…? Emphasize that Friday Pulse is designed to be quick and easy. Regular discussions don’t need to take a lot of time and they provide valuable insights into team dynamics.

What’s the benefit to me or my team? Friday Pulse helps managers and teams proactively address challenges, celebrate successes, and foster a supportive culture.

What do I need to do? Managers should encourage participation, facilitate results discussions to enable everyone to share in the responsibility of happiness at work, and model good platform use.

Can we trust the results? Yes, individual scores remain private, while team results provide an honest, aggregated view of team dynamics.

What about negative feedback? Users can share their frustration in Friday Pulse. These, along with other Note types, show the name of the user who has shared it. These should be approached with curiosity and gratitude. They provide an excellent opportunity to address challenges constructively play a crucial part in building trust, psychological safety and improving team dynamics.

Why can my team see team and organization results? Transparency shows that happiness is a shared responsibility and encourages open, honest discussions.

What is happening when? Provide a timeline of key dates, including launch day, question closures, and result discussions.

How can I get help if I need to? Give details of where managers can go to for internal support. Friday Pulse resources in the Help Center are also available to support managers’ qustions.

Example email to people managers

Here’s a sample email for the Friday Pulse Essential package. It can be adapted for Pro or Classic packages as needed.

From: Kelly Kapoor
Subject: Looking after team morale and performance at Dunder Mifflin
Date: 9 October 2024 at 14:10:32 GMT
To: Team Manager Group members

Hi everyone,

We’re excited to announce that we’re introducing Friday Pulse to help measure and sustain happiness at Dunder Mifflin!

Friday Pulse will support you and your team to prioritize happiness at work, driving individual success, team performance, and organizational growth. Here’s how it will help:

Happiness is measured monthly, giving you a real-time view of team morale. Use Friday Pulse’s results presentation to guide quick, meaningful team results conversations. Quarterly culture measurements will help you dentify strengths and challenges in your team’s culture.

Anonymity and transparency

• Individual scores are private, ensuring people can feel safe to give honest scores.
• Team and organizational results are visible to encourage shared responsibility for happiness.
• Notes (Celebrations, Thank-yous, Frustrations, and Ideas) are attributed to the person sharing them to encourage constructive and compassionate conversations.

What happens next?

• Friday 11 October: Our Employee-wide email about Friday Pulse goes out, with a reminder on 14 October.
• Wednesday 16 October: Launch day! The first set of questions will be open one week.
• Please schedule a meeting, repeating monthly, with your team to review results. Discussions don’t need to take more than 30 minutes, but consistency is key.

If issues arise that feel bigger than the team can handle, HR is here to help. For tips on how to make the most of Friday Pulse, take a look at:

• How Friday Pulse will help your team perform
• Getting your team ready to use Friday Pulse
• Other Friday Pulse resources for teams

Thanks for championing Friday Pulse with your team!

Best regards,
Kelly
KELLY KAPOOR
HR Director | Dunder Mifflin

Summary

Introducing Friday Pulse to People Managers first will help you towards a truly successful launch. Measuring Happiness at work can seem daunting for often stretched managers so it’s important to emphasis it’s not all up to them – it’s a shared initiative – with support available in the Friday Pulse Help Center and at your organization. It’s also good to reinforce that it won’t take up a lot of time - and it’s ultimately time very well spent.

See also:

• Our Guide to Launching Friday Pulse in Your Organization
• Introducing Friday Pulse to People Managers
• Introducing Friday Pulse to Employees