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.
Illustrative example · explore the steps
Did the conversation help?
Manager Pulse asks about recent conversation experience, including clarity, support, challenge and development.
Individual answers stay hidden from the customer organisation.
What else needs to change?
Team Pulse looks separately at working conditions. Helpful conversations do not remove a workload problem.
Two different questions deserve separate measures.
Decide where to look next.
Review protected aggregate evidence when safeguards are met, and decide what needs a closer conversation.
Reported movement does not establish causation.
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.
conversation
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 Insightsresults and trends
of travel only
Illustrative report · invented team and dates, no customer results
What could a review tell you?
Jordan reviews the Harbour team’s reporting periods. The conversation measure and working-conditions measure keep their own dates and coverage. A protected result stays unavailable.
- Manager Pulse · 3–30 August and 31 August–27 September 2026
- Example status: both periods meet publication safeguards. Conversation experience shows an upward direction.
- Team Pulse · 6 July–30 August and 31 August–25 October 2026
- Example status: the later period is still open at the 18 October review. A comparison is not yet available.
- Coverage and protected results
- Only eligible published results support a comparison. In this example, the separate Meadow team’s 31 August–27 September Manager Pulse result has a protected state: not enough qualifying responses. Its score and identifying response counts are not shown, and it is excluded from comparisons.
Suggested evaluation plan
Agree what would make a rollout useful
Set the question and starting point
Choose the teams and conversations you want to support. Agree which published periods will form your baseline, and explain participation and privacy before inviting people.
Choose a review date
Allow time for the relevant Pulse periods to close. Check coverage and protected results before comparing periods; missing evidence stays unavailable. Review learning participation separately.
Agree the next decision
Before you start, decide what evidence would support continuing, adapting or pausing the rollout. Review reported experience alongside your own business context. Participation and score movement alone do not establish return on investment.
A 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 included at no additional cost and enabled by organisation. Talk to us about setting up your rollout.
Talk to us about the teams, communication and review process for your organisation. Measurement works within MyTeamBuilder without a partner integration.
Start your 14-day trial