Start Doing Company Pulses like Mogens Møller

Beatriz Boavida
Mar 15, 2024
5 min read

The better a CEO knows about what is going on with his/her company, the better they can strategize its next steps.

To this end, great leaders resort to their employees for information, rather than basing their decisions and actions on guesswork or assumptions.

Company pulses are a tool to easily get that sort of insight. Thus, they have been around for quite some time in the business sphere. But the problem with company pulses is that they can be lengthy, which causes fatigue, or they can be short but superficial, which prevents the leader from getting useful and actionable insights.

Mogens Møller, CEO of Sleeknote, discovered a way to keep company pulses brief and yet convey rich insights. He bases his approach on asking “If you were in my shoes as CEO tomorrow, what would you do differently?”. In this article, we will delve into his method and how you can adopt it in your company.

The framework to conduct effective company pulses

Company pulses are still sometimes overlooked despite its rock-solid benefits: 

Here are the steps Møller applies when conducting company pulses and that you can start doing too:

Send out surveys every quarter

As a leader, you want to get frequent insights – so you might think “the more I do pulses, the more insights I will get.” That is in part true. 

But there is another piece of the equation which is survey fatigue – employees only have the energy and disposition to do a certain number of surveys in a certain period of time. 

You want to get accurate information and feedback that is thought through. So your focus should be on finding the right cadence between pulses. This can look different depending on the company and sector.

As a rule of thumb, Møller opts for quarterly company pulses – as they allow for a balance between obtaining interesting insights and avoiding survey fatigue. 

Some fast-paced environments may choose to conduct pulses on a weekly or biweekly basis. There is no one-size-fits-all. It is up to you to choose what is best for your company.

Verse repetitive and current issues

You can optimise your pulses by versing both repetitive themes and current issues. 

4-Step recipe to foster change

Every thought shared on the pulse is used to generate actions – this is the mindset!

Knowing how to design a company pulse is vital, but the real work only begins once you collect the data. You need to have a method that allows you to go from the raw data to the implementation of an idea/solution.

Here is how Mogens Møller goes from designing survey to following up on insights:

Build a survey with open and direct questions

One of the main questions Mogens Møller asks is: “If you were in my shoes as CEO tomorrow, what would you do differently?”

This question can lead to crucial insights – for instance, it helped Møller realise he needed to invest more in product and that there was a misalignment of perks/culture for remote workers.

The idea is to ask a handful of open questions that promote transparency and openness. On the brink of extreme transparency – that is what you should be looking for. 

The focus is on what is working right, the level of satisfaction (employee NPS) and what can be done to improve.

Get together to go through the data

After gathering all answers, take your all-hands meeting and extend it by 30 minutes. The idea is for you, the CEO, to have enough time to go through the majority of the questions employees mentioned in the pulses.

Going through it together with your team makes people feel a sense of belonging and motivates them to later on take action and even give more feedback. Nevertheless, it is your job as CEO to curate the issues you will act on.

Communicate what to work on

It is almost impossible to follow every aspect mentioned on the pulses. After reaching a decision on which ones to implement, take the all-hands meetings and clearly communicate it.

Prepare your message for each issue you bring up. Mention which ones you decided to focus on and make sure you also highlight the ones you cannot take action on. Your team deserves a qualified and sound No.

Follow up the implementation

If your aim is to foster change, you need to have a great system to help you follow up and stay on track of your team’s progression on the issue they have at hand. Besides doing status meetings, you can soothe your efforts with Workjoy.

You can create a project on every topic you decide to pursue. This will allow you to easily stay in the loop. Each project can have its tasks which have a clear delegate, and the workflow allows you to always know where your team stands. 

You can even resort to Workjoy’s channels to update your entire team on your wins towards the end goals - avoid overlooking wins or important contributions.


To build strategies that will lead to success, you need to assess what is happening. Use company pulses to get real and accurate insights from your employees.

Here is what you need to consider when conducting company pulses:

Make your team love mondays!

Get a demo or try for free today.