Thinking of switching to Inpulse?
How does our onboarding process work?
Switching employee engagement platforms shouldn’t mean enduring months of disruption, losing your existing data or a lot of administrative heavy lifting for your team. Our onboarding process is designed to get you up and running quickly, protect engagement continuity and make the move as simple as possible.
We'll take care of the heavy lifting
You’ll have a clear project plan and bespoke support from your dedicated contact, from contract signature right through to launch. That support is on hand for as long as you’re with us.
Here’s how our process works in six steps, but it’s worth noting that some of these steps run in parallel for maximum speed to value!
Step 1
Kick off & discovery
Step 2
Platform setup
Step 3
Your engagement strategy
Step 4
Preparing for launch
Step 5
Launching your first survey
Step 6
Results and follow-up action
Step 1 – Kick-off and discovery
You’ll meet your dedicated Inpulse contact, who’ll lead your onboarding and remain your first port of call for any questions in the future.
We also run a 90-minute activation workshop, so we can understand your organisation and your goals, talk about your current survey approach and shape your engagement strategy.
Step 2 – Platform setup
Within that setup, we build your reporting structures, demographic fields and segmentation, admin and manager access, language options and anonymity settings.
Your employee data can be uploaded manually, or by directly integrating with your HRIS. This is also when we configure Single Sign-On, and test it with your IT team before launch.
What happens if you’re moving to Inpulse from another provider?
Step 3 – Your engagement strategy
When helping you build your strategy, we also share engagement best practices and wins we’ve seen from similar clients in your industry, so you can benchmark results against relevant organisations.
Step 4 – Preparing for launch
We’ll even help you follow best practices for comms to help you maximise response rates, so you get the fullest data set possible.
Lastly – we review and test the full setup, including employee data, segmentation, questions, permissions and branding.
By launch day, your team will be fully informed on the survey process, anything they need to do and how to access support.
Step 5 – Launching your first survey
You’ll get access to templates for survey launch and reminder emails, as well as manager briefings, thank-you messages and working around anonymity and confidentiality.
Your Customer Success Consultant is on hand to help throughout the survey window, supporting you with communications, driving response rates and dealing with any employee-list changes or technical queries.
Step 6 – Results and follow-up action
Meanwhile, our advanced emotional analytics capability provides insights on the drivers behind those results, along with free-text theme and sentiment analysis – this ability to unpack the why is what sets Inpulse apart.
What about next steps?
Managers can make the most of our Results Walkthroughs and action planning and tracking, to help them understand feedback, lead team conversations and turn insight into clear next steps.
Data like historical and benchmark comparisons, strengths, priority areas and recommended actions are available to export directly from the platform, but we can also provide an optional Insights Report, which includes a more nuanced analysis of that data from our experts.
Ready for a true engagement partner?
Frequently asked questions about manager-led employee engagement
Find answers to our most asked questions about the Inpulse platform and employee engagement survey software.
The Inpulse platform goes further than simply reporting generic engagement scores, instead revealing how your employees actually feel – and the factors driving those emotions. We combine emotional insights, AI-powered recommendations and expert guidance, so your managers can get real meaning from their people data, and focus on delivering the actions most likely to improve engagement.
We give managers the visibility, guidance and support they need to lead and own engagement. Alongside AI-powered insights, action planning and emotional insights, our experts help managers build the skills they need to have better conversations with their teams, which – over time – leads to positive business outcomes.
Inpulse puts actionable insights directly into managers' hands through intuitive dashboards, practical recommendations and interactive AI coaching. Rather than waiting for HR to interpret results, through Inpulse, managers can identify issues early, prioritise the right actions and track progress within their own teams – responding quickly at a local level.
Line managers have the biggest day-to-day influence on how your employees experience their workplace, workload and role. Managers shape key factors like communication, trust, recognition and team culture, making them critical to employee engagement.