By now, any internet social HR professional should be witnessing first-hand the transition companies are making from old-school annual employee surveys, to frequent pulse polling or in other words, consistent employee engagement.  In fact, over the past few years, a clear handful of startups have developed applications and tools to help with this, including us, duh.

While many of us in the industry see this transition as a “why didn’t this happen sooner” type of thing, there are still others that find difficulties adopting a more engaging system of building great company culture.  One of the topics that we discuss when helping new clients, has to do with what questions to ask.  

When a company is introduced to pulse polling for the first time, they are unsure how to go about asking the right questions.  Therefore, Vibecatch has made that part easy too.  We’re going to walk you through setting up your first poll with Vibecatch, while you are reading this, just so you can see how easy it is.

Ready?

One of the most common responses we get when talking to a new prospective client is, “Oh we already do annual surveys,” and this is a big problem.  Lucky for us, as we have the solution.

Problems with annual surveys:

We live in a digital world, and in this world, productivity and efficiency have become exponentially more accessible.  We have a mountain of resources at our disposal to help companies of all sizes create the most effective teams, build great culture, and improve their bottom line.

There used to be a time when CRM’s, analytics, and fancy email marketing applications were designed purely as enterprise solutions for the large companies that could afford them.  With the influx of software developers, we’re fortunate to now have all of these fancy tools now available even for individual entrepreneurs.  In fact, most of them are completely free!

We talk a lot about culture around here, obviously.  We talk about what makes great culture, and where building great culture starts.  We really suggest thinking about culture as early as when you are an individual founder seeking a partner.  One of the biggest reasons why startups fail, often, has to do with their team.  Think about it this way, when you are building a company and the entire company is only made up of five people, when one person is gone, then technically 20% of the company is gone.  When one of your team members doesn’t get along with others, the result is the same.  You lose 20% of your company.  Identifying good culture vs bad culture is so easy especially with smaller teams.  When it’s bad, your productivity drops, efficiency, organization, communication, and more.  Your whole business suffers.

You may have heard of the DISC assessment, and many of you have probably done it.  If not, you probably have at least heard of Myers-Briggs.  Based on the DISC theory of psychologist William Moulton Marston, the DISC behavior assessment tool is centered on four behavioral traits: