What’s a good response rate?

Guidance on what good participation looks like.

The Five Ways Cocktail

An activity to get people talking about the Five Ways to Happy Workplaces

Top tips for building great employee experience

Employee experience is an important part of business performance. Here are our tips for building great employee experience.

Are teams talking about happiness?

To sustain and improve happiness at work, we need to do more than just measure it. We also need to talk about our experiences as a team. Find out how.

Supporting teams who have a risk of underperformance

Understanding what can drive underperformance and addressing these warning signals early is crucial for maintaining team productivity and wellbeing.

Top tips to improve the culture and employee experience within your organization

Read our tips on improving employee experience at your organization.

Are people finding it easier to talk about how they feel?

Talking about how we feel at work takes practice. It’s often not a conversation we’re used to having. Find out how to make these conversations feel safe.

Things for organizations to try: Improving Creativity

Find out how to improve happiness by creating a working environment that enhances people's creativity.

Top tips on helping your team cope during a corporate setback

Here are our tips on how you can help your team cope in the face of a corporate setback.

Things for organizations to try: Improving Pride

Take a look at different ways to increase a sense of pride in your organization.

Why response rates are important

Understand why participation matters and how to interpret it.

Are teams working more effectively together?

As teams build from what is going well and start addressing frustrations together, morale goes up and things begin to run more smoothly. Find out what to do if this isn’t happening for your team or your organization yet.

Supporting teams who have a flight risk

Staff turnover can significantly disrupt an organization, leading to reduced team morale, high costs, and lost expertise. Preventing flight risk requires understanding what can drive employees to leave and addressing these factors proactively.

Supporting teams who have a risk of burnout

Burnout is a serious condition for individuals. It can also reduces overall engagement, increase turnover and negatively impact the team's overall performance, making it serious for organizations too.

Getting the most out of Friday Pulse with non-desk-based staff

Help teams who don’t usually work from a desk use Friday Pulse effectively

How to use benchmark data

Use data on how employees in other companies and industries score on happiness to contextualise your own results.

Things for organizations to try: Improving Feedback

Improve your feedback culture and practices so you and colleagues feel appreciated, nurtured and secure in your roles.

Things for organizations to try: Improving Strengths

Find out how to enable individuals and teams to play to their strengths.

Things for organizations to try: Improving Worthwhile work

How to help people see the impact that they're having at work.

Things for organizations to try: Improving Fairness & respect

Here are some ideas you may like to look into to foster a culture where everyone feels accepted and respected.

8 ways to boost your response rate

Make participation fun, rewarding, and engaging.

Things for organizations to try: Improving Team relationships

Organizations can try some of these ideas to bring structure and a sense of “what's normal” to team dynamics.

Understanding your Participation report

Find out how your response rates are calculated

Top tips for increasing the key drivers of happiness at work in your sector

We’ve found there are 15 key drivers of happiness at work. We ask how employees experience them at work as part of our quarterly Culture Profile.

Things for organizations to try: Improving Accomplishment

Take a look at how to improve everyone's sense of accomplishment at work.

Top tips on looking after the key drivers of happiness at work

Want to increase some of the key drivers of happiness at work within your organization?

Using your response rate data

How to make best use of response rate data

Things for organizations to try: Improving Free to be yourself

Support people to express their sense of self in relation to others and to your organizational mission.

Filtering your results in Friday Pulse

Set up your user list to explore your results and dig in to the data.

Why and how we share team and organizational results

Find out more about why anonymity and transparent reporting are essential for your organization's happiness and what to expect.

Identifying which of your scores have improved

Explore how your culture is changing with the Improvement tab on your Reports Overview page

Things for organizations to try: Improving Appreciation

To translate your recognition into high appreciation scores, here are some ideas to show it with flair!

Things for organizations to try: Improving Team co-operation

Here are some ways you can create the relational rituals and structures to improve co-operation between teams in your organization...

When a change in score is a significant change

Explore how your culture is changing with the Improvement tab on your Reports Overview page

Your Impact Report

Pinpoint where to take action to improve happiness in your team and organization

The Happiness Champion Model

Create a cross-functional working group to scale your happiness initiative.

Things for organizations to try: Improving Learning

Develop a learning culture to avoid languishing and uplift colleagues interest levels in their jobs.

Things for organizations to try: Improving Influence decisions

Here are some things to try to distribute influence in your workplace.

How is your benchmark calculated

The Benchmarks in Friday Pulse have been calculated from our large research data set.

Things for organizations to try: Improving Work-life balance

Tips to try to improve Work-life balance at your organization.

Things for organizations to try: Improving Friendships at work

Here are a few ideas on how HR and senior leaders can help people invest in developing and maintaining friendships at work.

Why don't percentages always add up to 100%?

Results are rounded to the nearest whole number and so, if you add up the percentage scores, sometimes this will mean that will not quite add up to 100%.

How to build a great employee experience for everyone

The experience employees have of work is increasingly recognised as a critical element of business performance.

The Friday Pulse Coaching call

A call with one of our expert Coaches can help you interpret your Friday Pulse results, share top tips and decide on the best next steps for you.

Culture eats the stock market for breakfast

However good your strategy, it’s not possible to implement it if you don’t have a positive culture at work.

Rebuilding trust

Trust can be lost quickly and takes time to rebuild, but it is possible – and important - to do.

Top tips for leading with happiness

Leading with happiness can be very powerful. Here are our tips.

Balancing privacy and transparency in Friday Pulse

Friday Pulse balances privacy and transparency to foster psychological safety and social accountability, creating a more collaborative and healthy workplace environment.

Introducing an escalation process for Frustrations

While some issues require senior involvement, many day-to-day frustrations can be resolved at the team level. That’s where a frustration escalation process comes in.

Top tips for maintaining stamina through a long crisis

Tips to lessen the feelings of being drained and maintain stamina.

Why are there blank scores in Culture Profile results?

Sometimes you might see gaps in your Culture Profile scores, or a Happiness score without Culture Profile results. Here’s why.

Your Resilience Report

The Resilience report helps Admins, Senior leaders and Analysts to monitor how teams are coping and lend extra support when needed.

Understanding the Risk report

The risk report is designed to help leaders proactively identify teams that may be at risk of underperformance, flight risk (turnover), or burnout.

Sustaining motivation and keeping work engaging

Staying motivated and finding meaning in our work can be challenging. But with the right mindset and actions, both motivation and interest in work can be maintained and even increased.

Being fair in redundancy

No decision is more gut-wrenching and threatening to workplace culture than the decision to let people go, but what can we learn from those organizations that get it right?

How to survive a corporate setback with your workplace culture intact

Changes and setbacks are an inevitable part of every company’s journey. At some point, most organizations will have to pivot without much planning just to survive and stay competitive.

How to scale with your company culture intact

One of the biggest concerns companies have when looking to scale up in size is being able to do it with their culture intact. Yet, it’s entirely possible with a team-first focus, rather than a top-down approach.

How to Beat the Monday Blues and Improve your Culture

While the news often focuses on how workplace culture turns rotten, we at Friday Pulse like to focus on how organizational culture can flourish.

How to Change Your Workplace Culture with Consistent Effort

Spending money doesn’t guarantee you the right culture for your organization. So, what does?

Top tips for looking after employee wellbeing and team morale

Continue to look after employee wellbeing and team morale, and start listening and responding to what people need across the Five Ways to Happiness at Work.

How Friday Pulse will help you share responsibility for culture

At the heart of Friday Pulse is an understanding of how workplace cultures change – not from the top down, but team-by-team.

Understanding your “Manager of” access to team results

If you’ve been given extra visibility to particular team results, here’s how it works.

How leaders can help teams survive burnout

While the experience of work varies from one person to another, one thing is true: those that are overworked are at a risk of burning out.