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 9 Field-tested Best Practices

1.  Business Priorities
Start with clear and agreed upon desired results that link to both your business and talent management strategies.

2.  Target Audience
Based upon your purpose, identify your target audience.  You do not need to include all employees in pulse surveys.

3.  Frequency
Select a pulse frequency (e.g. daily, weekly, monthly, quarterly) that matches your objectives.

4.  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.

5.  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.

6.  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.”

7.  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.

8.  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 Top Strategies that Matter Most

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

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

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

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

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 have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

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