FollowUp

FollowUp is Entergate's solution for manager-driven, continuous follow-up. Managers can run short measurements and pulse surveys, follow priority areas and use the results as a basis for dialogue and improvement work in the team. HR decides which functions and questions managers have access to – managers can, for example, work with predefined questions in selected areas and, if HR allows it, create their own questions. Results are updated continuously in real time and shown directly in the manager portal. FollowUp can be used as a standalone solution or added as a module in the same platform where Entergate's employee survey is run.

When FollowUp is used together with Entergate's employee survey, managers can follow up on priority focus areas between the larger surveys. Because the employee survey and the follow-ups are run in the same platform, it becomes easier to go from results and action plans to shorter measurements and continued dialogue in the team.

HR starts by deciding which question areas, questions and functions should be available to managers, or whether managers should be able to create entirely their own questions. The manager then chooses what to follow up: depending on the organisation's settings, the manager can use predefined questions in different areas, follow up on priority focus areas or create their own questions. The follow-up is sent to the relevant target group by email or link, and as responses come in the results are updated continuously in the manager portal.

FollowUp can be used to follow up on focus areas from an employee survey, action plans, changes and other questions that are important for the individual team. That can include, for example, work environment, workload, leadership, engagement, collaboration, feedback and clarity of goals and priorities. Which areas and questions are available is determined by the organisation's setup and settings.

It depends on how HR chooses to configure FollowUp. HR can choose that managers should only use predefined questions, that they should be able to create their own questions, or that both options should be available. Own questions can for example be used to follow up a new way of working, a workshop, a change, an action plan or a current issue in the team.

Yes. HR can decide which predefined questions and question areas should be available, and whether managers should be able to create their own questions. That gives the organisation the ability to create common frameworks for follow-up while managers get the flexibility they need for their teams.

Predefined question areas consist of ready-made questions organised by different themes, for example work environment, leadership, engagement, collaboration or workload. That makes it easier for managers to choose relevant, quality-assured questions without having to formulate each question themselves. HR decides which areas and questions should be available in the organisation.

The results are shown directly in the manager portal and are updated continuously in real time as responses come in. The manager can follow the response rate, see how the result develops and use the information as a basis for dialogue, actions and upcoming follow-ups. Results are shown according to the anonymity settings and threshold values the organisation has chosen.

Yes. FollowUp can be configured with anonymity, threshold values and permissions. That makes it possible for managers to get useful results without individual employees' answers being exposed. How anonymity should be applied is decided based on the organisation's needs and guidelines.

Pulse survey is Entergate's service for shorter measurements at organisation level or within larger parts of the organisation, where Entergate helps you through the entire process – from planning and question design to delivery, analysis and feedback. FollowUp is a module for manager-driven follow-up at team level, where managers themselves send out shorter measurements to their employees and follow the results in real time. HR decides which questions, question areas and functions managers have access to, while managers are responsible for ongoing follow-up within their teams. In short: Pulse survey is a centrally delivered measurement at organisation level with support from Entergate, while FollowUp is a module where managers themselves run follow-ups at team level.

An employee survey usually gives a broad picture of the organisation's work environment, leadership and employee engagement. FollowUp is used for shorter, more targeted follow-ups, which makes it possible to follow selected areas more often and examine whether dialogues, action plans and completed actions lead to the desired development. When FollowUp is used as a module with Entergate's employee survey, both parts are run in the same platform.

FollowUp is a good fit when the organisation wants to give managers a simple tool for following development in their teams without HR needing to administer every individual follow-up. It can for example be used after an employee survey, to follow up an action plan, during a change process, after a completed initiative or workshop, or when a team needs to follow a current issue over time.

FollowUp can be used when there is a clear need for follow-up. The frequency can be adapted to the question, the team's situation and the organisation's way of working. Short, relevant follow-ups make it possible to pick up signals and follow development without running a comprehensive employee survey every time.

FollowUp makes it possible to move follow-up closer to managers and teams, while HR retains control over the setup, question areas and permissions. HR can decide which predefined questions should exist, which question areas should be available, whether managers should be able to create their own questions, which anonymity levels and threshold values should apply, and which permissions different users should have. Managers can then run relevant follow-ups and follow the results in real time without HR needing to administer every individual measurement.