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More than just an employee survey

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Measure how happy, frustrated, or burnt-out your employees are, and gain real time employee feedback to create a company culture you can be proud of.
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Employee Engagement & Company Culture Blog

Employee Engagement & Company Culture | TINYpulse | Recruiting and Hiring Strategies

8 Tips to Prepare for an Interview Like An Executive

 

Why - And How - Marketers Make The Employee Experience

Perks like office dogs, ping pong tables and cold brew on tap can make your company an enjoyable place to work, but they don’t constitute as the entirety of company culture or the employee experience.

3 Steps for Launching an Employee Engagement Strategy

Companies are increasingly shifting focus to employee engagement strategies, as data has shown higher staff retention and productivity linked with higher staff engagement rates.

The Four Hats that People Ops Wear and Why They Matter

Lola.com CEO, Mike Volpe, joined us at TINYcon for an an exploration of the four different disciplines of people ops (spoiler: it’s not just HR anymore!) Mike draws on his experience as a board member, angel investor and startup advisor to explain how the best People Ops executives incorporate elements of marketing, customer success, product management, and sales into their roles.

Why good onboarding leads to better employee retention

The process of hiring and retaining employees is never easy. Hiring can be a rigorous, time-consuming endeavor that kicks off when a company publicizes its various job openings, and then ceases after a suitable candidate has been selected, vetted, and hired. Naturally a newly-hired employee may feel out of place during the first few weeks of employment. It’s not uncommon to hear someone has submitted their resignation letter just months into the job.

Want the best employees? Stop hiring, and start recruiting.

This guest post is by a speaker at TINYcon 2018. To hear more from Kevin and other great leaders this September, register for TINYcon today! When I ask my colleagues what they like most about working at Collegewise, the college admissions counseling company I founded in 1999, most of us agree that it’s the people. We’ve managed to attract some of the best in our industry, many of whom left higher paying jobs to come here, and we’ve got very little turnover. So why do so many great people, most of whom had plenty of other employment options, end up at Collegewise?