What Is a Pulse?
A Pulse is a structured capability review that gives you and your manager a shared picture of your strengths and development areas. It combines your own self-assessment with your manager's perspective across a set of competencies relevant to your role. The result is a personalised view of where you excel and where coaching or development effort will have the most impact.
You will typically be invited to complete a Pulse as part of a company-wide or team-wide review cycle. Your manager will complete their side independently - the two responses come together to form your full Pulse score.
Before You Begin
Check that you have received an invitation email from Uhubs containing your log in link. If you have not received an invitation but believe you should be included, contact your manager or your internal Uhubs administrator.
Step 1: Open Your Self-Review Survey
Click the link in your invitation email to open your self-review. The survey is delivered via a form interface and should take between 15 and 30 minutes to complete, depending on the number of competencies in your framework.
You can also locate your self-review by logging into your account and clicking on 'start self review' in the live pulse on the home page.
The competencies you are asked to rate reflect the RISE framework the Pulse uses.
Revenue - activities that directly drive pipeline and close business
Impactful Behaviour - the ways of working that make you effective with colleagues and clients
Strategy & Methodology - how you plan, prioritise, and approach your market
Expert Knowledge - your depth of understanding of the product, industry, and customer landscape
Step 2: Rate Each Competency
For each competency, you will be asked to rate yourself on a scale - typically 1 to 7. The scale reflects your honest assessment of where you currently are, not where you aspire to be. Common guidance:
Score | Meaning |
1–2 | Limited capability; this is a significant development area |
3–4 | Developing; applying with some inconsistency or support needed |
5–6 | Consistently applied; demonstrating this competency reliably |
7 | Exemplary; could coach others; a recognised strength |
Be honest. Overrating yourself does not benefit you - it creates a perception gap between your view and your manager's, which can mask the development support you actually need. This gap (the difference between your score and your manager's score) is what the platform calls a blindspot.
Step 3: Answer the Development Questions
Alongside the competency ratings, you will be asked a small number of open-text questions. These typically include:
What is your primary development focus? - the area you most want to improve in the current cycle
What do you need from your manager or organisation to support that development? - resources, coaching focus, access to learning, etc.
Performance against target - depending on your organisation's setup, you may be asked to indicate your attainment against quota or KPI targets
These responses feed directly development, so take time to give considered answers.
Step 4: Submit Your Self-Review
Once you have rated all competencies and answered the open-text questions, submit the survey. You will see a confirmation screen.
Important: your Pulse record is not considered complete until both your self-review and your manager's review have been submitted. The platform combines both sides to produce your final competency scores. Until both are done, your data will not appear in the full analytics.
Step 5: Your Manager Completes Their Review
Your manager independently rates the same competencies from their perspective. They also complete a team-level section that captures overall development themes for the group. You do not need to take any action for this step - just be aware that timing may vary and the full Pulse results will not be visible until both sides are complete.
Step 6: Review Your Results
Once both reviews are submitted and the platform has processed the data (this typically happens within the next scheduled refresh cycle, usually within 15 minutes), your results become available. You and your manager will have access to:
Your Pulse score - an overall capability score for this cycle
Competency breakdown - individual scores per competency, combining both perspectives
Strength - your highest-rated area
Identified development area - your lowest-rated area, flagging where development focus is most warranted
Step 7: Use the Results in Your 1:1
Your Pulse results can feed directly into your 1:1 agenda with your manager. Come prepared to discuss:
The competency you selected as your development focus and what progress looks like
The support you requested and how your manager can help you access it
Your development request and manager's suggestions for your growth also feed into your Sales Velocity Plan, which tracks agreed actions and progress over time.
Frequently Asked Questions
Can I see my manager's scores before they see mine? No. Both sides are submitted independently and results are shared simultaneously once both reviews are complete.
What if I disagree with my manager's rating? The Pulse is a starting point for conversation, not a final verdict. Bring any disagreements to your 1:1 and discuss the evidence on both sides. The coaching and feedback scores you provide also give your manager visibility into how you experience their support.
Does my Pulse affect my pay or performance rating? This depends on your organisation's policy. The Uhubs Pulse is primarily a development tool - ask your manager or HR contact how results are used in formal performance processes at your company.
What if I miss the deadline? Contact your manager or Uhubs administrator as soon as possible. Incomplete reviews mean your data will not appear in the cycle analytics and your manager cannot access your full results.
For technical issues with your survey link, contact the team via [email protected]