What is the Best Employee Engagement Survey Frequency?

Best Employee Engagement Survey Frequency

How Often Should You Run an Employee Engagement Survey?
Smart talent management leaders understand how to determine the best employee engagement survey frequency to attract, develop, engage and retain top talent in a way that fits with the business strategy and unique corporate culture.

Annual vs. Less Frequent Employee Engagement Surveys
Most talent management experts believe that consistent employee engagement surveys run every twelve months are better than less frequent surveys run every 18 to 24 months. The thinking is that annual employee engagement surveys enable leaders to increase engagement faster and higher than surveys on a less frequent timeline.

What the Research Says about Engagement Survey Timing
To test the theory about the best employee engagement survey frequency, we analyzed our Best Places to Work Employee Engagement Survey data.  We found annually was the best employee engagement survey frequency compared to less frequently run surveys.  In fact, over a four year period, companies that ran employee engagement surveys annually reported employee engagement increases 2.5 times greater than organizations that followed a less frequent timeline.

Our Take
After speaking with our clients, we believe the annual survey process is outperforming their peers not just because of the timing, but because leaders that consistently conduct employee engagement surveys on an annual basis make it part of their strategic planning and performance management processes and are more focused on engaging and retaining top talent as part of their talent recipe for success.

What About Engagement Pulse Surveys?
What about pulse surveys in terms of the best employee engagement survey frequency?  As survey technology improves, engagement pulse surveys are becoming a more popular approach to measure and improve employee engagement.  Combined with annual employee engagement surveys, pulse surveys can provide wonderful and timely insights into employee engagement trends.

To get pulse surveys right, follow these field-tested best practices:

  • Business Priorities – Start with clear and agreed upon desired results that link to both your business and talent management strategies.
  • Target Audience – Based upon your purpose, identify your target audience.  You do not need to include all employees in pulse surveys.
  • Frequency – Select a pulse frequency (e.g. daily, weekly, monthly, quarterly) that matches your objectives.
  • Less is More – Only ask 5-6 questions with 10 being the maximum.  Why?  Because it is hard to act upon any more responses in shorter periods of time.
  • The Question to Ask – A great question to ask in a pulse check that has the highest correlation to key employee engagement anchors is: “I would recommend my organization as a great place to work.” This employee engagement question acts as an engagement Net Promoter question that can be correlated to all of the other pulse ratings.
  • Accountability – Depending upon how effectively you are following up from your previous surveys, consider adding some form of the following questions: “I noticed positive change as a result of the last survey.” “My manager shared the results of the last survey with our team.” “Our team developed action plans to address issues raised by the last survey’s results.” “Senior leadership is committed to responding to the results of this survey.”
  • Integration – Use one platform to do the annual and pulse surveys so you can track and report on trends and benchmarks while slicing and dicing data at detailed levels without having to use multiple log-ins, user names, reporting, demographics, exports to excel etc.
  • Ability to Follow Through – If you are going to pulse more than quarterly, there should be a strategic driver and the resources required to properly communicate and act upon the results.

Annual Engagement Surveys Get Better Results
Organizations that measure employee engagement annually see stronger improvements to engagement than those that survey less frequently. Among 105 organizations in our study:

  • 64 percent that surveyed every year witnessed improvement to engagement scores
  • Compared to 56 percent of organizations that surveyed every other year.

The Bottom Line
Gathering employee feedback on an annual basis is the first step in nurturing the overall engagement of your organization to drive higher performance. There is an optimal frequency for administering engagement surveys, and our study suggests that once per year provides the surest path to improvement in engagement scores.

To learn more about how to how to engage and retain top performers, download the Top 6 Forces Driving Employee Engagement and Strategies to Move the Engagement Needle

Comments are closed.

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More