Know what your people are experiencing before it becomes a performance problem.
Pulse by Zanga helps organisations measure employee engagement, culture, retention signals and workforce sentiment, then turn that feedback into practical insight for leaders
Go beyond annual surveys to understand what is changing, where attention is needed and what your organisation should do next.
Trusted by organisations building stronger workplaces.
Understand more than the engagement score
Pulse gives employees a structured way to share how they experience the organisation. From leadership and communication to culture, wellbeing, recognition and opportunities for growth. Give leaders a clearer picture of what is working, what is changing and where intervention may be needed.
Explore Pulse SurveysKnowing that engagement has increased or declined is only the starting point. Pulse helps organisations explore the factors behind employee sentiment so leadership teams can understand what is influencing motivation, commitment and workplace experience. Identify the issues that matter most rather than responding to symptoms alone.
Explore Employee EngagementOrganisational culture is not simply what is written in a values statement. Pulse helps organisations compare the culture they intend to create with what employees experience in practice; surfacing patterns around leadership, communication, trust, belonging, collaboration and workplace behaviour.
Explore Culture & ValuesEmployee turnover rarely begins with a resignation letter. Changes in sentiment, trust, motivation, leadership experience or intent to stay can provide useful early signals. Pulse helps organisations identify where potential retention concerns may be emerging, so leaders can investigate and respond before valuable people disengage completely.
Explore Retention IntelligenceMove beyond isolated survey results. Pulse can help leadership teams understand differences across departments, teams, locations, employee groups or other relevant segments, making it easier to see where experiences differ and where action should be prioritised.
Explore Workforce DashboardsTurn Feedback Into Action
Employee surveys have little value if nothing happens after people respond. Pulse is designed to help organisations move from listening to understanding to action, giving leaders clearer priorities, practical recommendations and a stronger basis for conversations with their teams.
Explore Employee SentimentFrom employee
voice to organisational intelligence
Pulse is built around a simple idea: employee feedback should help organisations make better decisions.
1. Listen
Collect structured employee feedback through engagement surveys, pulse surveys and culture-focused assessments. Survey design can be aligned to the questions your organisation needs to understand.
Explore Pulse Surveys2. Understand
Bring responses together to identify patterns, strengths, gaps and changes in employee sentiment. Explore the factors influencing engagement, culture, leadership experience and retention.
Explore Employee Engagement3. Compare
Understand how experiences differ across teams, functions, locations or other relevant employee groups. Track changes over time and identify where greater attention may be required.
Explore Workforce Dashboards4. Act
Translate findings into clear priorities for leaders and managers. Use dashboards, organisational reports and recommendations to guide conversations, interventions and workforce decisions.
Because employee experience is shaped by culture
The same workplace question can carry different meanings across different organisational and cultural environments.
Leadership style, hierarchy, communication norms, relationships, trust and community can all influence how employees experience work, and how comfortable they are expressing what they really think.
Zanga brings cultural intelligence into the way employee sentiment is collected, interpreted and translated into action.
This helps organisations move beyond generic engagement benchmarks to understand what employee feedback means within their own context.
What Pulse can help you understand
Employee Engagement
Understand how connected, motivated and committed employees feel, and the factors influencing that experience.
Culture & Values
Explore whether employees experience organisational values and desired behaviours consistently in their everyday work.
Leadership Experience
Understand how employees experience managers and leaders, including trust, communication, support, and direction.
Retention Sentiment
Identify signals associated with employee commitment, intent to stay and possible areas of retention risk.
Communication & Trust
Understand whether employees feel informed, heard and confident in organisational communication and decision-making.
Growth & Development
Explore how employees experience learning, career progression, feedback and opportunities to grow.
Team & Workplace Experience
Understand collaboration, belonging, recognition, ways of working and other factors affecting day-to-day employee experience.
What better workforce
insight can help you achieve
Pulse gives leadership and HR teams a clearer evidence base for deciding where attention and investment are most needed.
Stronger Employee Engagement
Understand the factors shaping employee experience and prioritise actions that can strengthen engagement.
Earlier Visibility of Workforce Risk
Identify emerging concerns before they become larger retention, culture or performance issues.
Better Leadership Decisions
Give executives and managers evidence they can use to understand what is happening across their teams.
More Focused People Interventions
Target development, communication, recognition, culture or management initiatives where the data shows they are most needed.
Stronger Organisational Accountability
Track whether actions taken after employee feedback are producing meaningful change over time.
Designed for Different Listening Needs
Annual Engagement & Culture Review
Build a clear organisation-wide baseline.
Run a comprehensive engagement and culture assessment to understand employee experience across the organisation, identify priority issues and create a baseline for future tracking. Ideal for annual workforce reviews, strategy cycles and organisational transformation.
Explore Engagement Surveys
Regular Pulse Checks
Know what is changing between annual surveys.
Use shorter, targeted surveys to understand employee sentiment around specific themes, organisational changes or emerging concerns. Ideal for leadership changes, restructuring, policy implementation, new ways of working or post-intervention tracking.
Explore Pulse Surveys
Leadership & Team Insight
Understand the employee experience behind team performance.
Explore how leadership, communication, trust and team dynamics are experienced across departments or business units. Use the results to support leadership development, team interventions and management conversations.
Explore Leadership SolutionsBuilt for organisations at different stages
Growing Organisations
Build a clearer understanding of culture and employee experience before informal ways of working become difficult to manage.
Mid-Sized Organisations
Track engagement across teams, strengthen management capability and identify emerging retention or culture risks.
Enterprises
Compare experiences across business units, locations and employee groups while giving executives and boards a consolidated view of workforce sentiment.
What you receive
Depending on the scope of the engagement, Pulse by Zanga can provide:
- Employee engagement surveys
- Pulse surveys
- Culture assessments
- Custom survey modules
- Participation tracking
- Organisational dashboards
- Engagement and sentiment analysis
- Team or business-unit comparisons
- Trend reporting over time
- Leadership and management insights
- Priority-action recommendations
- Organisational reports
- Executive or board-level summaries
- Facilitated results sessions
- Follow-up measurement
Your dashboard should answer more than “What was our score?”
Pulse is designed to help leadership teams answer practical questions such as:
- Where is engagement strongest and weakest?
- What is driving employee sentiment?
- Which teams are having significantly different experiences?
- Where may retention concerns be emerging?
- Which aspects of culture are employees experiencing consistently?
- What should leaders pay attention to first?
- Are actions taken since the previous survey making a difference?
For HR Leaders
Move from administering surveys to providing workforce intelligence. Pulse gives HR teams a structured evidence base to support leadership conversations, workforce planning and targeted people interventions.
For Executives
See the people factors affecting organisational performance without interpreting hundreds of individual survey responses.
For Managers
Understand what employees are experiencing within your team and where your leadership or management approach may need attention.
For Boards
Access a higher-level view of workforce culture, leadership and people risks that may require oversight.
What better listening
can change
“Our overall engagement score looked healthy, but attrition kept rising in one region and we couldn't explain why. Pulse showed us that managers there were coming through as far less supportive and recognition felt inconsistent, even though the headline score didn't show it. We ran targeted coaching for that management team and adjusted how we recognised people locally. Within two quarters, voluntary turnover in the region had come down, and it was the fastest-improving region in our next pulse survey.”
Chiamaka Nwosu
Head of People, Meridian Logistics Group
“We knew turnover was highest in the first six months, but not why. Pulse showed new hires felt unsupported in their first few weeks, especially outside our head office. We rebuilt onboarding around a 90-day check-in cadence and gave line managers a simple playbook. Early-tenure attrition is down significantly since we made the change.”
Ngozi Adeyemi
Chief People Officer, FirstBank Group
“Our values were clear on paper, but employees in different regions were experiencing them very differently. Pulse surfaced exactly where that gap was widest. We ran targeted culture workshops with those store teams instead of a blanket, company-wide programme. Our next survey showed those regions closing the gap faster than anywhere else.”
Kwena Mshindi
HR Director, Regional Retail Group
“Leadership assumed communication was working because nobody complained. Pulse told a different story: frontline teams felt genuinely uninformed about decisions that affected them. We introduced regular manager-led briefings and a simple monthly update from the executive team. Our 'feeling informed' score moved more in one quarter than it had in three years.”
Ademola Bamidele
VP People Operations, Continental Manufacturing
“We were losing strong performers who, on paper, had nothing to complain about. Pulse showed they simply couldn't see a path forward here. We built out clearer development conversations and internal mobility options. It's still early, but retention among our top performers has already improved.”
Amaka Johnson
Head of Talent & Culture, Savanna Logistics
“After bringing two teams together, leadership assumed things had settled. Pulse showed people still felt like two separate groups, with real gaps in trust and collaboration. We used the results to design joint working sessions and changed how we recognised cross-team work. Belonging scores in the merged team are now among the highest in the business.”
Fatima Bello
People Experience Lead, Northbridge Financial Services
Frequently asked questions
No. Employee engagement is one important application, but Pulse is intended to provide a broader view of workforce sentiment. Depending on the programme, organisations can explore culture, leadership experience, retention, communication, trust and other aspects of employee experience.
Depending on the engagement, Pulse can combine core measurement areas with questions relevant to your organisation, workforce or current priorities. Customisation should retain enough consistency to make the resulting data meaningful and comparable.
Employee feedback is most valuable when people feel safe to respond honestly. Pulse by Zanga is designed to protect respondent confidentiality through appropriate survey design, controlled access to results and reporting practices that avoid identifying individuals in small groups. Organisational reporting is presented in aggregate so leaders can understand patterns without compromising employee trust.
There is no single correct frequency. Some organisations need an annual comprehensive survey supported by shorter pulse checks, while others may need targeted listening around a particular change or workforce issue. Zanga can recommend an approach based on what you are trying to understand.
For organisational programmes, reporting can be structured to help authorised users understand relevant differences across teams, departments, locations or other agreed employee groups, subject to appropriate confidentiality thresholds.
Pulse is designed to support action, not simply measurement. Results can be translated into organisational priorities, management conversations, leadership interventions and follow-up measurement so organisations can track whether the employee experience is improving.
Can't find what you're looking for?
Listen better. Understand more. Act earlier.
See how Pulse by Zanga can turn employee sentiment into clearer workforce decisions.
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