Pricing model: Subscription
Customized pricing available upon request: https://www.tinypulse.com/request-pricing
5 reviewers had the following to say about TINYpulse's pricing:
I wish we still used it! I feel an open door policy is great, and this helps support that, as well as welcome honest and constructive feedback without the fear (real or imagined) of consequence.
Representatives were able to give honest feedback anonymously. It was also an amazing way for ideas to be heard. I provided several ideas on function and efficiency, and a few were actually implemented. I don't know if they would have been otherwise!
I believe the reason our organization stopped using TINYpulse was due to cost.
Likelihood to recommend: 10/10
A great concept, well implemented. Iron out the non-professional questions and you have a great product!
It's a great way to get the lowdown from your staff about how they are feeling at work. The monthly question of how happy are you at work is good to get an overview. Having "Cheers for Peers" is a great way to get your staff thanking each other and improving morale.
Some of the questions are quite frankly awful: "if your company was an animal what would it be?". Really guys? I know you're trying to be lighthearted, but these sort of question add no value. Keep it useful!
Thanks for the review, David!
We've got some new questions coming next year with our new engagement framework! In the meantime, you can always skip questions that aren't a good fit - or remove them from your queue entirely.
Read more here:
PR Specialist, TINYpulse
Likelihood to recommend: 7/10
It is a great tool to encourage and foster internal engagement. I would suggest a designating a couple of power users who are responsible for generating content, fostering communications, and responding to messages. Without the constant engagement, the tool becomes stale and nobody wants to use it.
Allows users to easily make suggestions, recognize co-workers for work they've done, post ideas for improvements and request feedback. When used by the entire organization, it can be a great tool for increasing company engagement and providing a forum for employees to engage with each other and the business at large. When submitting a suggestion, users can opt to share only with the site administrators so it isn't viewable by the entire organization. The "Wins" tab shows what ideas/suggestions are Under Consideration, In Progress, and done or, won. Provides a quick glimpse at how things are progessing.
Obviously only as good as your administration and roll-out of the tool. Without user engagement, the tool doesn't provide any value. I would like to see more searchable tags/topics to quickly find and vote for suggestions.
Likelihood to recommend: 9/10
Tinypulse is a great way to reach out to your people, particularly in larger organisations to understand how levels of engagement vary within and across different teams. The tool can help provide insights, and then its up to HR leads and managers to act on improvements and ensure what's great and valued is retained.
Giving and receiving feedback is healthy. Tinypulse promotes real time, regular feedback in a way that's easy and safe. Staff responses can be anonymous to encourage the whole team to participate.
After a while we noticed that the level of feedback dropped off. Staff engaged more at the start and less as time went by. Also there is a risk that the platform can be used as a rant, rather than individuals owning the suggestions for improvement and change and acting in person rather than through the tool. With this in mind, one needs to think about how the tool is used and how feedback is acted on.
Likelihood to recommend: 7/10
Easy to use, love the blogs and based on the little bit I have used customer support, very helpful and responsive. My challenge is getting more members of our small team using Tinypulse. We are a small group, and some weeks there is little participation. Love the Cheers feature, a great way to publicly recognize our team members. Would love the option of being able to engage someone who doesn't leave a comment but leaves a poor score (ie: they rate their happiness at work low, but don't leave a comment, so I am unable to start a conversation with them). Again, becuase we are a small team, it leaves people wondering "who left such a crappy score? who is unhappy?" - which can be a challenge to manage.