Belonging Pulse

Benefits

It’s not the data, it’s what you do with it.

Turn Insights into Action

Spot the Gaps

With Pulsely’s demographic filters, uncover differences in belonging across teams or identity groups - like Sales vs. Finance or by gender, race, or tenure.

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Take Meaningful Action

Use the data to prioritize improvements. For example, one company discovered engineers felt excluded due to high manager-to-employee ratios - a fixable issue revealed by Belonging data.

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Amplify What Works

When belonging scores are high, dig deeper. What’s working? What should you preserve and scale?

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Make it Part of your Culture

Include Belonging metrics in leadership meetings. Share results openly. Let employees know you care and are taking action.

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Getting started is simple

Measuring belonging with Pulsely is easy

Step 1: Communicate the Why

You are going to get a lot more answers and much more reliable and actionable data if you prepare your organization to take the survey seriously. Here are a few key points to remember in your internal communication.

- Tell people how you plan to use the data and how often the results will be shared with the company.
- Tell people why Belonging is important. Some people will care more about the impact on the bottom line and others will care more that your organization is keen to maintain a culture where everyone can contribute and grow to their full potential.
- Be grateful in advance.
- Don’t be afraid to over-communicate.

Step 2: Set Up Demographics

Pulsely offers a few default questions, and can support you in adding new ones or tweaking the defaults so that you measure what matters most to your organization. For more information about our People Analytics, you can dive into that feature page.

Step 3: Add Emails

You might consider at first only adding a small test group, so that you can try the survey with them and get a feeling for the tool before sending the survey out to all of your employees.

Step 4: Customize Your Invite

Pulsely offers a short, sweet invitation to participate which you can use as is. You can also edit this message to include any key messages from your internal communication.

Step 5: Launch the Survey

With one click, the survey is enabled and your employees are invited to participate. If you’ve sent the survey to a small test group first, you can then enter the email addresses of the rest of your employees and they will receive the invitations automatically as soon as they are added to the system.

Frequently asked questions about belonging

Why Measure Belonging?

According to research,* high Belonging is linked to a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. For a 10,000-person company, this would result in annual savings of more than $52M.

What is Belonging?

As a result of interactions at work, employees are able to make positive connections with their colleagues where they are left feeling valued and socially included and which enable them to authentically express themselves. Belonging means that you feel accepted and included by the people around you, especially the people you work with on a day-to-day basis.

Why should we measure Belonging in the workplace?

Because Belonging has a direct impact on performance, retention, and wellbeing. Research shows that high Belonging leads to a 56% boost in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. The financial and cultural benefits are significant.

What does Belonging really mean?

Belonging means feeling accepted, included, and valued by your peers. It reflects whether employees can authentically be themselves at work and feel like they are a part of the team—not just present, but connected and respected.

What kind of questions does Pulsely use to measure Belonging?

Pulsely uses carefully tested questions that explore social connection, inclusion, and psychological safety. Download some of the questions in the section above.

How does People Analytics support Belonging insights?

Pulsely’s demographic filters allow you to detect patterns and gaps in Belonging. For example, you might uncover that Finance employees feel less connected than those in Sales, or that remote workers feel less included. These insights help you take targeted, meaningful action.

What should we do after collecting the data?

Use the results to prioritize follow-up actions. Data will point to where issues exist, but further conversations often reveal why. For example, gaps between departments might be linked to team size, management styles, or workload distribution.

Can Belonging data help us strengthen what’s already working?

Absolutely. High Belonging scores are valuable clues. Find out what’s creating those positive experiences and replicate those practices in other areas of your organization.

How often should we measure Belonging?

It’s most powerful when tracked regularly—quarterly or biannually. Monitoring trends over time helps you understand the impact of your actions and show employees that you're serious about creating an inclusive culture.

Is employee participation anonymous?

Yes. All responses are confidential and only shown in groups of 5 or more. No individual data can be traced back to an employee, ensuring trust and psychological safety.

How do we prepare our organization to participate?

Strong internal communication is key. Explain why you’re measuring Belonging, how the data will be used, and how it benefits employees. Reinforce your appreciation and your commitment to transparency.

Can we test the survey before launching it to everyone?

Yes. You can send the survey to a smaller pilot group first. This helps you gather early feedback, refine messaging, and build confidence before a full rollout.

What’s the connection between Belonging and performance?

When employees feel excluded, they disengage from the team—even if it means sacrificing collective success. Belonging drives team collaboration, motivation, and resilience, all of which directly impact your bottom line.

The Pulsely platform has been extremely helpful in understanding our team and their needs in a responsible way that protects their confidentiality and ensures data we can rely on to design interventions.

Ren Gaffney

General Counsel

When our company launched its DEI effort, we knew we needed comprehensive data to help guide our decision-making.

Mike O'Malley

SVP Government & PR

In my 20+ years in the industry, I have explored several assessments and Pulsely is the one that I felt most closely aligns with the concept of inclusion I believe in.

Dr. Linda G. Wiley

CEO

The data as well as the data presentation helped me greatly to pinpoint challenges and opportunities and engage with senior leaders in the business. We've reached a higher level of awareness of the topic.

Anneke Beerkens

Head of Inclusion and Belonging

The whole process was very straightforward and we had their support in communicating and engaging our employees. Pulsely DEI survey has original questions that lead to interesting reflections. The final report highlighted our strengths and weaknesses that allowed us to create an action plan.

Fernanda Pires

VP of People and ESG

Pulsely did a fantastic job listening to our needs, and walking along side us in our DEI journey. The turn around time on our results were extremely fast and the report was clear, specific, and easy to explain. We feel like we have a better understand of where we are at so we know where we need to go.

Megan Donecker

DEI Strategy Officer