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.

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

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 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

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director 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

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

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 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

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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

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