This PDF provides an introduction to eePulse, Inc. and it's data and dialogue process.

1. Data and
Dialogue Driven
Tools for
Performance
Improvement
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2. eePulse, Inc.
• Global HR technology and consulting
provider since 1996; helping firms drive
high performance through people.
• Use high impact human capital metrics
and real-time reports to help speed up
information flow.
• By using data and dialogue to solve
problems and pursue new
opportunities, employees are
energized and engaged.
• However, that’s not enough. Energy
and direction are needed to succeed.
• eePulse’s research and consulting
focus on energy (or engagement) and
Engaged in what?
direction to drive business strategy. Going where?
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3. Results
• Clients assess their own high and
significant return on investment (ROI)
Measureable within months of implementation.
• Manager best practices shared, creating a
financial results real-time learning environment and the
small wins that add up to big ROI.
•Pulse dialogues influence behavior through
frequent messaging. Custom strategic questions
Leaders send drive interactive dialogues.
•Auto categorization blends quantitative and
messages and qualitative data to discover stories in the data.
•Leaders engage in “power story telling”
take action •Actions lead to results.
•Marketing results builds high and positive energy
for moving forward.
• Results of pulse dialogues delivered
quickly; managers take action with real-
Managers take time data.
• Questions are customized so that
action and see managers have actionable data
quick wins • Opportunities are pursued; not just
problems solved. Pride builds as
managers share best practices and new
ideas. Results are celebrated.
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4. eePulse 101
1. Service
Outsource the administrative work to the team at eePulse. One-
stop back-office administration; quality control process, project
management. Training, train-the-trainer, coaching, and custom
implementation work.
2. Research Consulting
Bringing over 20 years of rigorous research on the drivers of
individual, team and firm performance to clients. Validated
measures of employee energy and engagement, culture,
change readiness, relational capital, drivers of business
performance, confidence, and more. Custom research and
linkage work, power story telling to provide executives with the
critical learning. Conduct data audits to customize the metrics
strategy.
3. Technology
eePulse is the only company that has been doing Proprietary technology using a software-as-a-service (SaaS) model
pulse surveys (we call them pulse dialogues) as (web-based). Secure system allows for ongoing pulse surveys
frequently as weekly since 1996. This intense work on (pulse dialogues) with fast reporting, data set up so managers
creating interactive dialogues has led to knowledge learn as they discover the story in the numbers, access to action-
and process unique to the industry. No survey taking tools, data sharing systems, journals, categorized comment
fatigue – high response rates – employees call the data and personal reports. Delivered in multiple languages.
process a “benefit” or a “communication process” Customized or standard output.
– they tell us it is not a survey.”
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5. At the core of the eePulse solution is
a set of tools that drives data and
dialogue.
Data and dialogue are the fuel for
Fast HRM, which is a methodology for
speeding up any business initiative
through people. Clients learn to use
Fast HRM as part of the
implementation process.
Fast HRM helps speed up
performance improvement programs,
leadership development, strategy
making processes, merger and
acquisition integration, employee
engagement initiatives, reinvigorating
culture or changing culture, learning
programs, change management and
more.
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6. Because direction matters
The Energized
and Engaged (ee)
in What Story
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7. Measurement is critical to success - yet many
organizations measure the wrong things, too infrequently
and in the wrong ways
Common
Measurement Should Create a Measurement
Virtuous Cycle of Missteps Why It Matters
Data – Dialogue – Action - Results  Performance is impacted from the combination
1 of engagement, sense of urgency and focus on
Only measuring the right behaviors and goals (unique to the
firm’s strategy, culture and goals vs. copying
employee what everyone else is measuring)
Positive Energy engagement  Critical to validate the impact of behavior change
and Engagement on performance results in “real time”
Data
 Frequent measurement enables the most
2 effective steering of the business strategy
Engaged in  Speed of the feedback loop must mirror the
the right Measuring too pace of change and “rhythm” of the business
Results infrequently
behaviors  People data delivered at same cycle as other
at the right Dialogue business data; taken seriously
 Frequent cycle is a positive intervention
time
 Effective measurement must capture action at all
3 levels with rapid response (hours to days, not
Shared
Ownership weeks to months)
Focused Measuring without
 Two-way dialogue enables leaders to connect
Action two-way dialogue the dots based on what employees have to say
and what they know about the business (that is
not known by leaders)
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8. Performance is the starting point
Research What are Sense of urgency
questions: conditions changes
What drives under which the frequently; how
firm “people” asset is can we keep
performance? optimized? urgency and valor
in balance?
Answer: Urgency & Urgency =
People Val-o-r Energy
Basis for the validated metrics eePulse uses in
the Data and Dialogue Toolkit
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9. With effective measurement, change efforts can be steered to move more
employees into the "sweet spot" of high engagement, emotional
commitment and strong sense of urgency
Determine a Clear Set of Priority Behaviors
Overview of the Valour Pulse
 Issue eePulse’s survey to identify employees
Survey Dimensions ready to move forward (“Fully Engaged”) vs.
those standing still (“Entitled”)
 Discern the behavioral dimensions along which
“Entitled” and “Disengaged” employees need to
move
– Which behaviors will determine future
performance and strategic capability?
– Which behaviors will improve morale and
emotional commitment?
 Choose a targeted set of interventions to drive
behavior change
 Measure success by tracking behavior change
and performance results - not just higher
engagement scores
Arrow shows direction of intervention needed for success
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10. Energy blends urgency and val-o-r
for quick pulse checks
Sense of urgency Predicts student test scores
changes
frequently; how
Predicts 360 ratings of
can we keep performance
urgency and valor
in balance? Predicts turnover
Energy
Predicts patient satisfaction
in hospital
Predicts customer service and
team outcomes
Measure energy with 3 questions;
it’s fast, simple and validated
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11. eePulse surveys enable customized
engagement diagnostic efforts and data
and dialogue driven leadership
Sample Energy Pulse Benefits of eePulse
Customized Diagnostics
Employee Energy Heat Map
 Differences and trends across regions or
business units can be surfaced
 Trend analyses can be shown for
comparative purposes across different
employee segments
 Tailored results support targeted intervention
efforts - solutions need not be one-size-fits-
all
Pulse Trend Analysis
 Leadership can use results to have informed
dialogue with employees
 Employees can see the data behind
management decisions
 Inform Board of Directors; create
transparency and dialogue about key issues
The overall result is better steering of the
business strategy and better dialogue with
people at all levels about the actions being
taken and how to make those actions
successful
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12. Fast and agile, built to
create habits for success
• Valour and Energy measure how many employees are engaged in standing
still (resisting change) or moving forward and the pace at which employees
are moving
• You also need to know the direction in which employees are going
• Clients use custom questions on goals and direction or roles-based items to
link energy and engagement to strategy
• With the combination of valour / energy and items focused on
direction, clients know what employees are engaged in doing not just
“if” they are engaged
• Through frequent data measurement and dialogue, clients steer
direction and create a powerful proactive, built-to-succeed, fast and
agile organization
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13. Customized Implementation
A cookie cutter approach does not build distinctive
competence and competitive advantage.
eePulse helps clients compete by customizing a solution that
drives the client’s specific business needs.
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14. Use Data Differently
Action at Core
Phase
IV Continuous
Learning
Phase ACTION
III
Development Marketing
Education Communication
Phase
II
Metrics
Phase
I Technology Research Management
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15. Fast HRM Principles
Implementation is done using Fast HRM principles and
methodologies. Fast HRM comes from research on the drivers of
high performance firms, eePulse’s learning from fast, weekly survey
work done since 1996 and from proven tools from agile and extreme
programming. Join the Fast HRM movement.
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16. STANDARD AND CUSTOM
SURVEY SAMPLES
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17. Signature
Energy Pulse
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18. Change
Step
Pulse
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19. Customer
dialogues
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20. The 16 Valour
Questions
Started out with 200 questions
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21. SAMPLE REPORTS
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22. Main
Results
page
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23. Executive Summary Sample Pages
Question summary page orders
each question by mean (note that
these pages can be customized)
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24. Question
Detail
Report for
Energy
Want to be in the zone, not below
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25. Subgroup Analysis
Department A Department B
Department D
Department C
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26. Valour Transition Matrix
Only from eePulse; transition data tells you about
the effectiveness of your actions
Click on any box and see the
transition matrix, which shows you
how people moved (from quadrant
10% 50% to quadrant) since the last survey.
Also, see the comments for
people with positive movement
(from opportunity to engaged) vs.
negative (from engaged to
20% 20% disengaged).
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27. Sample Priority Report
• Priority reports show managers
which questions to act on first to
drive fast action
– 2 x 2 which plots questions
that are low and that are of
high importance in driving
energy
• Meeting-in-a-box report
– Customized power point, with
speaker notes, that helps
managers engage in
dialogue. These are provided
to all managers.
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28. Action Taking Home Page
Simplified layout and pages
so that you can do 3 things
1. Work on opportunities
(just yours – can’t work
on others)
2. View reports – any
combination. Icons take
you to quick win charts;
view reports tab takes
you to the opportunity
list.
3. Export to Excel
Goal is to make it easy for managers to start taking actions.
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29. Quick Win Chart
Idea is to focus managers on
items in the yellow box first –
where the quick wins are (they
own the opportunity and it is
short term in nature). We want
employees to see action right
away so that you start to create
positive energy around the
survey process.
Toggle to view opportunity list
Look at details (not to work on
them, you are still in report
pages)
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30. Opportunity List
Click on any line and you
see a detailed report of what
is on that line.
You can email a note to the person
whose report you are viewing.
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31. Enter Actions
Help get managers
engaged in the
process and
submitting best
practices. Create a
best practice library
that is specific and
compelling, and learn
what’s in the black
box (what managers
are doing to drive
performance).
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32. Personal Report Option
Sample from leadership pulse
Use this space to add links
to blogs, forums, articles, or focuses on personal engagement.
training materials You choose the comparison group
(company, department)
You
You
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33. Optional Products & Services
• Executive briefing focuses on the story in the data
• Add employee “real” voice to your survey via phone
• Custom data coaching workshops (blends story telling with analytics)
Power
• Data audit to uncover the Story • Measure return on investment
Telling (ROI) and tell ROI stories
stories in the data you are
using today • Celebrate success when
• Custom metrics strategy managers nominate actions as
to drive business best practices; build your own
objectives best practice library
• Share stories with on-line tools
• Linkage research to show Human Learn More
what’s critical in your Capital Do More Action
• Manager training
organization; use results Metrics Win More Taking • Use data for custom executive
to build out alert system
Strategy Often education programs (action
• Reporting that matches research – action learning –
the “rhythm” of your action taking cycle)
business; people data
provided along with other
business metrics
• Custom dashboard
Technology
• Alert system based on your own data
• Personal reports for all employees
• Event log for all employees
• Meeting-in-a-box, custom presentation for managers
•Link to idea management systems
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34. Write to: info@eepulse.com
www.eepulse.com
www.energizeengage.com
www.leadershippulse.com
Call: +1-734-429-4400
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