Teams that stopped guessing.
How Indian SMBs use PulsePoint to catch problems early, act on them, and keep the people they worked hard to hire.
How Eduvanz turned a Monday email into its early-warning system.
A two-person HR team was managing 200+ people on gut feel and an annual survey. Within a quarter of switching to weekly pulses, they were catching burnout in Sales before it turned into resignations.
Read the full story"We found out our night-shift teams felt invisible. Fixing recognition there moved the whole number."
"Three questions on WhatsApp beat the 40-question survey nobody finished. People actually answer."
"New joiners were quitting in month two. The pulse showed us onboarding was the problem, not pay."
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How Eduvanz turned a Monday email into its early-warning system.
The challenge
Eduvanz had grown fast — past 200 people — but its people function hadn't. A two-person HR team, led by Shreya Rajan, was responsible for the whole organisation, and the only real read they had on morale was an annual engagement survey.
By the time that survey landed, the news was old. In one quarter they lost three strong performers from the Sales team in quick succession — and only understood why during the exit interviews. The signals had been there for weeks; nobody had a way to see them.
"We were always reacting," Shreya says. "Someone would resign, we'd scramble, and I'd realise the whole team had been quietly struggling for a month. I needed something that told me before, not after."
The approach
Eduvanz switched to a weekly three-question pulse. The bar was deliberately low: two minutes, on any device, completely anonymous, with results suppressed below five responses so people trusted it enough to be honest.
- Weekly, not annual. Three rotating questions across workload, recognition, and manager support — enough to see a slope, light enough that people actually answer.
- Alerts routed to managers. When a team's dimension slipped into the alert band, the manager got it directly, with 48 hours to acknowledge before it escalated to HR.
- A Monday digest for HR. Every week Shreya got a one-screen summary — written by Claude from anonymised aggregates — telling her the one thing worth her attention.
The Monday digest is the first thing I read now. It's turned a vague worry — "is everyone okay?" — into a specific, early to-do. We fix things while they're still small.
The results
Within the first month, the pulse caught what the annual survey never could: Workload in Sales sliding for three consecutive weeks while recognition sat below 40. It routed to the Sales manager, who restructured the sprint load and started a weekly shout-out ritual before anyone reached for a resignation letter.
Over the following two quarters, regretted attrition fell from 18% to 11%, participation held above 80% week after week, and company-wide eNPS climbed 14 points. Just as importantly, managers stopped being surprised.
How they use PulsePoint today
3 questions, anonymous, ~2 min on mobile.
Routed by team, 48h acknowledge SLA.
One-screen weekly read for HR leadership.
Every alert tracked to a resolution.