Pulse: hear the conversation. Understand the conditions.
A useful 1:1 and an unsustainable workload can exist in the same team. Pulse measures reported conversation experience and working conditions separately, so HR can ask a better next question.
Two different questions about the same team
Manager Pulse asks about recent conversations with a Team Lead. Team Pulse asks about the conditions in which the team works. Keeping the two separate helps you explore whether support, development or the wider working environment needs attention.
Illustrative explanation · no customer results
How did the conversation help?
Clarity, Support, Challenge and Development explore different parts of the reported conversation experience.
Manager Pulse: how the conversations were experienced
People reflect on a defined recent period, with ratings across Clarity, Support, Challenge and Development. The questions concern reported experience, rather than a judgement about the Team Lead as a person.
When someone reports a substantive conversation, they answer an overall helpfulness question and four required area ratings. If no conversation took place, there is a separate answer path.
The four areas help distinguish a conversation that leaves the next step unclear from one where support or development needs more attention. Individual responses are hidden from everyone in the customer organisation.
Team Pulse: the environment people are working in
Each Team Pulse uses eight statements selected from a twelve-item bank. It explores working conditions independently of the conversation measure.
Helpful conversations do not remove every structural problem. Workload, support and the wider conditions of work deserve their own enquiry.
Read movement with its limits attached
Organisation Admins can review protected aggregate results and trends when publication safeguards are met. Team Leads receive direction of travel only. Thin or protected data does not become a confident-looking result.
Reported movement is evidence to explore. It does not prove that learning or coaching caused a change, and participation does not prove improvement. Organisation Insights remains a separate view of anonymised coaching themes.
Read who sees what Explore Organisation InsightsA regular rhythm your organisation can set
Manager Pulse runs every four weeks by default, and Team Pulse every eight weeks. Your Organisation Admin can change the schedule or arrange a one-off check-in. Each request explains the recent period to reflect on.
Plan the rollout with your organisation
Pulse and My Learning are enabled by organisation. Talk to us about availability and rollout.
Talk to us about the teams, communication and review process for your organisation. Measurement works within MyTeamBuilder without a partner integration.
Discuss Pulse availability