The Tool That Will Save Your Company


“TINYpulse saved my company.”ScreenShot2015-03-17at7.07.21PM

This is a rare phrase uttered about any software tool. But it came straight from the lips of Jesse Proudman, Founder & CTO of BlueBox, a private cloud computing provider.

A young company, BlueBox was still evolving its business model and service offering. After evaluating future opportunities, the management team determined it was time for a business pivot, a move that scared employees. Without knowing the drivers behind the evolution, employees feared the company was performing badly, and that it might be time to look for a new job.

Thankfully, Proudman and his team had TINYpulse, an anonymous employee survey tool that enabled team members to share their concerns and uncertainties, allowing the management team to tackle concerns head on before they faced attrition nightmares.

Recent data by Gallup points to extreme lack of engagement in the workplace, with 87% of global workplaces estimated to be disengaged. Tools like TINYpulse aim to turn this situation around, offering leaders real-time employee feedback that gets at the heart of what energizes employees. Or, in the case of BlueBox, what is burning them out or causing grave concern.


TINYpulse founder and CEO David Niu explains that the inspiration behind TINYpulse was to give managers and leaders the types of insights that often came after an employee had quit. “When I was talking to entrepreneurs across the globe about their major pain points, they all zeroed in on one universal challenge: managing people. It’s really hard to do it well, and you often don’t know something is wrong until one of you best and brightest employees tells you they’re leaving.”

TINYpulse is a tool in the emerging trend of pulsing surveys. In contrast to annual employee surveys, pulsing employee surveys offer shorter, more frequent questions aimed at capturing the natural day-to-day changes in workplace environments.

Business leaders are turning to pulsing surveys after frustration over the delayed feedback that comes with annual surveys, and the bulky data that comes with them too. Usually 50 questions in length, annual employee surveys require major time commitments from employees to complete, and major commitments from internal leaders to review.

Compounding this is the issue of lag time between when difficult events arise and when leaders actually hear about them. Niu explains this is why TINYpulse offers weekly and bi-weekly survey options. “We ask employees one question once a week or once every other week. It’s easy for employees to complete, easy for managers to review, and it gives managers actionable data that they can tackle on on the spot.”

Business leaders are coming to terms with the need to keep on top of employee sentiment, just as they would other performance metrics. The growing trove of research on employee engagement is showing significant links to overall innovation, productivity, and bottom line growth. Niu points out, “People are the most valuable asset a company has. And that means leaders must take a pulse on what’s driving their team and what’s bringing them down. Companies that don’t accept this will face being outmaneuvered and outgunned by those that do.”