This story was originally published on HackerNoon at: https://hackernoon.com/thoughts-on-organizational-health-a-take-on-pulse. Over-reliance on Pulse surveys as the only practice for employee feedback and management accountability will hurt the organization. here are some alternatives. Check more stories related to management at: https://hackernoon.com/c/management. You can also check exclusive content about #management, #organizational-culture, #organizational-health, #team-productivity, #employee-engagement, #transparency, #human-resources, #business, and more. This story was written by: @Zhou. Learn more about this writer by checking @Zhou's about page, and for more stories, please visit hackernoon.com. Pulse surveys provide an anonymized, aggregated perspective from the wider organization. The results are aggregated and compared across managers, across teams, across organizations, and to historical data. Pulse surveys give leadership the ability to view trends, compare between teams, and identify wider systemic problems. Pulse is too frequent enough to happen frequently enough to be the main forum for employee feedback, but it's not a good place to work. There are alternative ways to incorporate this valuable tool into a management strategy.