🎟️ HR Leaders Forum: Engaging Frontline Colleagues — Wednesday 17 September, 10.30am, London UK. Register Now →
A UK charity partnered with Inpulse to develop a more responsive, insight-led approach to employee engagement, moving away from paper-based processes and long annual surveys towards a more consistent listening approach supported by collaboration, practical guidance and ongoing support.
The organisation wanted easier analysis, quicker action and a way to help managers take more ownership of engagement, rather than relying on a single report once a year. They were looking not just for a platform, but for a partner who could help them make employee feedback more useful, more manageable and more actionable over time.
Before working with Inpulse, the charity had limited experience of structured employee engagement.
As their People Experience lead explained:
“We didn’t really have an employee engagement strategy… Inpulse was our second engagement survey we’ve ever run. Before that, we didn’t really ask our people’s opinion and how they felt working here.”
Their first survey, delivered through another provider, created an initial baseline but the process was described as “very paper driven.” The volume of results, combined with limited summary and interpretation, made it difficult to identify what mattered most and where action should be focused.
The organisation also wanted to better understand the emotional drivers behind engagement, particularly in areas experiencing high early-tenure turnover. To move forward, they needed an approach that would help them:
The charity explored other platforms, but chose Inpulse because the offer felt straightforward, flexible and complete.
“We looked at other platforms, but what we liked about Inpulse was that everything was encompassed in one license. It wasn’t add-on after add-on.”
The team also wanted quicker feedback and a way to help managers feel more empowered.
“We wanted quicker feedback and to enable our managers to be more empowered.”
Alongside the platform itself, the working relationship mattered. They wanted responsive support and a team they could work openly with as their approach to engagement developed.
Working closely with the charity, Inpulse supported the organisation with a practical and scalable approach that made listening easier to run and easier to act on.
Instead of relying on a single, heavy annual survey with unclear post-survey action, the charity was able to run an organisation-wide engagement survey with recommended actions for each team to help empower managers to take action. They also have the option to add more tailored pulse surveys when needed, whether to explore specific themes, respond to change, or check progress over time.
This gave the team a more flexible way to listen and helped shift the focus from large volumes of difficult-to-interpret data to clearer signals about what needed attention.
Implementation was straightforward, with support from an Inpulse Customer Success Consultant who helped shape the survey approach, support platform setup and keep the process on track.
That support gave the charity structure and guidance, while still allowing the in-house team to retain control. They were able to make adjustments, learn quickly and build confidence in the approach.
Beyond the platform, the relationship itself became an important part of the experience. The charity had a consistent point of support, quick responses when help was needed, and a team they felt comfortable being open and honest with.
As our client put it:
“It feels like a partnership. I can be open and honest and the team are responsive… it always feels smooth and familiar.”
The organisation is still building the internal rhythm and follow-through needed to fully embed engagement action planning, but Inpulse has already helped them bring more clarity and focus to their people priorities.
“Inpulse has really helped focus the mind in terms of those priorities and where those quick wins might be.”
“We’ve used the data to help shape a major change programme.”
Compared with their previous survey approach, the charity described clearer visibility of key drivers, including workload, and a better sense of where to concentrate effort.
They are also using lifecycle surveys, bringing onboarding and exit insight into a more centralised view of the employee lifecycle, helping them build a fuller picture of employee experience over time.
For this charity, the value of working with Inpulse has been about more than simply running surveys. It has been about having the support, expertise and collaboration needed to build a more useful and sustainable approach to engagement.
“The size of the company feels right. You get a good relationship. It’s friendly, engaging and responsive. It feels like a real partnership.”
“I’d recommend Inpulse. You’re not just another client, it feels like you matter.”
Want to build a more collaborative approach to employee engagement?
See how Inpulse helps organisations turn feedback into meaningful action with the support of a team that works alongside you.
