Pulse surveys are short employee questionnaires designed to quickly gage satisfaction levels in real time. What's wrong with that? Everything.
Here's the thing...surveys don't get to the heart of issues or ideas. The best a pulse survey can do is skim the surface of a predetermined query. There is no way to get real feedback with such a limited tool.
Peacemaking circles, once a week, are far superior. Each person, in each department, has the opportunity to speak their truth in a safe space without interruption. The questions sent around the circle, if done skillfully, will reflect the common themes coming out of each round (ie, Reflective listening). At the conclusion of each circle an action plan can be made to address concerns or cultivate ideas until the next meeting.
This is the true insight pulse surveys are trying to achieve. However there's no way to rush it. Employers must take the time to take a REAL pulse and value the uncensored opinions of their teams.
Look around Idea Pulse and check back with me to get more ideas about how Peacemaking can be used in Human Resources and Organizational Development.