HR playbook · AI Employee: Harry

Engagement & Pulse Surveys

Pulse response rate > 60%; trends surfaced monthly

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The problem

Engagement surveys are the last thing HR wants to run and the last thing employees want to fill out. Annual survey takes 8 weeks to launch + collect + analyze; results arrive stale; managers get PDF reports they don't read; action-item follow-through is nonexistent. Pulse surveys promise faster cadence but usually deliver survey fatigue + declining response rates. Feedback loop is broken; culture drift goes undetected.

At a glance
Trigger
Cron
Approvals
None (aggregation preserves anonymity)
What it does
Read-only
Systems
Qualtrics · Culture Amp · Slack
How it feels in production

An hour-by-hour walkthrough.

Remy runs continuous engagement measurement with lightweight cadence: - Monthly 2-3 question pulse per employee (rotated topics: manager, workload, growth, culture, benefits) - Quarterly deeper survey (10-15 questions) with topic drill-downs - Annual comprehensive survey (30-40 questions) for strategic planning - Event-triggered pulses (post-reorg, post-layoff, post-launch) Response mechanics designed for high response: - Delivered in Slack DM, one-tap to answer, takes under 90 seconds - Anonymous by default; opt-in identification if employee wants follow-up - Adaptive: never asks the same question twice within 90 days - Manager-only view for their team; leader view for org-level Insights delivered actionably: - Weekly manager digest: their team's pulse trend + suggested actions based on scored patterns - Alert on early warning signals (workload spike, manager relationship dip) - Comparison to peer teams + company average (anonymized) - Suggested playbook per pattern: sustained manager-relationship dip triggers coaching-conversation prompt Response rates stay above 75% because surveys are short, meaningful, and drive visible action. Culture signals surface early; the annual survey becomes a validation, not a discovery.
How it works

Step by step.

  1. 01

    Design + schedule adaptive pulse cadence

    Rotating topics, adaptive to what's been asked, timing based on organizational events. Never over-surveys.

    Culture Amp · Lattice · 15Five · Peakon · dedicated engagement platform
  2. 02

    Deliver in low-friction channel with one-tap response

    Slack DM primary; email fallback. 90 seconds to answer. Anonymous by default; identifiable only by opt-in.

    Slack · Teams · Email
  3. 03

    Aggregate + score with pattern detection

    Scoring per employee-timeseries (individual trend, private to employee) + team aggregate (manager-visible). Anomaly detection for early warnings.

    Analytics · Pattern detection · Trend model
  4. 04

    Deliver actionable insights to managers

    Weekly manager digest with team trend + specific actions per pattern. Company benchmarks. Coaching prompts for concerning trends.

    Slack · Teams · Manager dashboard
  5. 05

    Track action follow-through + outcomes

    Manager actions logged; team pulse trend post-action captured. Effectiveness data feeds action recommendations.

    Action tracker · Outcome analytics
Systems and wiring

What you connect to make this run.

Culture Amp · Lattice · 15Five · Peakon

read+write

Engagement platform for question library + response capture + aggregation. Enterprise-grade anonymity + analytics.

Slack · Teams · Email

read+write

Multi-channel delivery. High response rate via in-flow surface + low-friction UI.

HRIS · Directory

read

Team structure + tenure + role for segmentation. Anonymity preserved (small teams may aggregate differently).

Analytics · Manager dashboard

read+write

Insights + trend analysis. Manager-appropriate scope; leader dashboards; execute-team rollup.

What changes

Before and after, honestly.

Pulse survey response rate
Before
30-50%
After
75-88%
Time from survey close to insights delivered
Before
3-8 weeks
After
Under 24 hours
Manager engagement with pulse insights
Before
20-40%
After
70-85%
Engagement trend actionability
Before
Post-hoc discovery
After
Real-time early warning
Related

Playbooks that pair with this one.

HR

Onboarding Stall Detection

Early-tenure pulse feeds onboarding-health signals.

HR

Performance Review Cycle Kickoff

Engagement trends inform review-cycle context + calibration.

HR

Manager Change Cascade

Manager changes trigger event-based pulse to detect transition impact.

Frequently asked

Answers about this playbook.

How do you preserve anonymity in small teams?

Minimum group-size threshold (typically 5) for reporting; smaller teams aggregate to parent team. Individual responses never surfaced to management.

What if employees game the survey (all 5s or all 1s)?

Response-quality detection. Extreme patterns per employee flagged internally; not shared with manager. Statistical adjustment for pattern responses.

Can we ask about sensitive topics (harassment, discrimination)?

Sensitive-topic pulses with strong anonymity + escalation to HR / ethics for concerning signals. Different response paths from routine engagement questions.

How does it handle multilingual workforces?

Survey delivery in employee's preferred language. Response aggregation neutral to language; scoring model trained cross-language.

What about survey fatigue?

Cadence tuned per employee. Response rate + engagement signal drive frequency; if fatigue detected, cadence adjusts. Never surveys past useful signal.

See it run on your data.

Free plan, no credit card. Connect the systems this playbook needs and run it against a past event first.

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