How often should employee engagement surveys be conducted?

Confused about how often should employee engagement surveys be conducted? 2 years? Annually? Quarterly? Monthly? I know you are tired of mixed opinions on the internet. Some would say doing it once every 2 years is suitable, while others would insist on conducting it every quarter.


Confused about how often should employee engagement surveys be conducted?

2 years? Annually? Quarterly? Monthly?

I know you are tired of mixed opinions on the internet.

Some would say doing it once every 2 years is suitable, while others would insist on conducting it every quarter.

This makes understanding what is the right frequency of employee engagement surveys even harder.

But don’t worry.

Our blog consists of expert opinions and actual research that will help you understand the right employee engagement survey frequency.

But before the million-dollar answer, you need to ask a few questions that will help you understand the issue more clearly and aid in better decision-making.

Survey questions for employers to determine survey frequency

There’s no one-size-fits-all approach when it comes to conducting employee engagement surveys.

For some companies, it works fine annually, while for others, quarterly engagement surveys yield the best results.

To decide what works best for your company, ask these questions:

What are our specific goals for the employee engagement survey?

Why are employee engagement surveys important for your company?
Understanding your company’s specific goals is important to determine its frequency.

  • Are you aiming to track general satisfaction?
  • Do you want to pinpoint specific issues
  • Do you want to assess the impact of recent changes in your company?

This clarity in objectives not only shapes the survey’s design for clear and precise insights. But it also helps in determining the ideal frequency of employee engagement surveys.

For example, if your goal is to monitor the ongoing impact of a new policy or change in the work environment, more frequent surveys (like quarterly) might be necessary.

Conversely, for broader, long-term satisfaction metrics, an annual survey would be enough.

This leads us to another important question.

Will our leadership be able to act on the engagement survey data?

Answering this question will get you closer to understanding how often should employee engagement surveys be conducted.

Consider the leadership team’s ability to:

  • Analyze the feedback
  • Interpret the feedback
  • Act upon the feedback received

This is important because if the leadership fails to act upon the feedback, employee engagement surveys will do more harm than good. Employees might feel that they are not being heard or valued, leading to lower engagement levels.

If your leadership can swiftly and effectively respond to survey results, more frequent surveys (such as quarterly) can be beneficial. This ensures continuous improvement and shows employees that their feedback leads to real change.

However, if your leadership requires more time to implement changes and assess their impact, less frequent surveys (like annual ones) might be more practical.

If you have considered these questions, now it’s time to understand what the experts say and what the data suggests.

How often should employee engagement surveys be conducted?

According to research by Quantum Workplace, there is a notable correlation between the frequency of employee engagement surveys and the level of engagement within organizations.

This research suggests that companies who conduct more frequent surveys witness higher engagement levels.

The graph below shows how employee engagement is affected by survey frequency.

How often should employee engagement surveys be conducted?

This is likely because frequent surveys demonstrate a company’s genuine interest in employee feedback, leading to actionable changes within the organization.

You can see that the lowest engagement levels are seen when surveys are conducted less than once a year.

This trend underscores the importance of a comprehensive, ongoing strategy for gathering and acting on employee feedback.

Now, let’s take a look at what industry experts have to say about what is the best employee survey frequency.

Expert opinions on employee engagement survey frequency

Dan Schawbel, who is a New York Times bestselling author and the managing partner of Workplace Intelligence says:

While annual employee engagement surveys are important, conducting quarterly surveys can provide more frequent feedback and help HR identify potential issues before they become more significant problems. Quarterly surveys allow organizations to track progress and measure the impact of interventions more frequently, which can help them make faster, data-driven decisions about how to improve the employee experience. These surveys can also help organizations respond to changing circumstances, such as shifts in the business landscape or new initiatives, to ensure that employees remain engaged and productive.

Similarly, contributing to a Forbes article, Jacob Morgan, a 5x Best-Selling author, & Keynote Speaker on leadership and employee experience said that there is no golden rule for survey frequency.

According to him, the key is to understand what you aim to measure and learn about your organization and to choose a frequency that aligns with those goals.

Regular check-ins, be it weekly, quarterly, or semi-annually, along with different survey formats, can provide a more continuous and dynamic understanding of employee engagement.

Do you see a pattern that is common among the research and expert opinions?

It points towards a higher frequency of employee engagement surveys.

Exactly how often should employee engagement surveys be conducted would depend on your company’s specific needs and objectives.

However, companies who conduct 1 or more than 1 employee engagement surveys in a year tend to see better results.

Higher frequency doesn’t mean bombardment of surveys

It’s about quality and relevance, not just quantity.

While it is essential to maintain a higher frequency of employee engagement surveys, it is equally important not to overwhelm employees with constant surveys.

You should find a balance to get meaningful feedback from your employees without causing them survey fatigue.

Also, factor in your company’s ability to deliver on the feedback. Neglection on this front will inevitably result in skewed surveys.

In short, to keep your employee’s engagement levels higher, ensure frequent feedback followed by data-driven action.

An efficient approach to conducting employee engagement surveys

Up until now, we have established that more frequent employee engagement surveys mean higher engagement. However, it’s crucial to strike a balance to avoid survey fatigue.

Here are four tips on how to conduct an employee engagement survey effectively:

Include pulse and lifecycle surveys

A great way to measure engagement is to include pulse and lifecycle surveys alongside your annual employee engagement survey.

Doing this will capture quick feedback on ongoing issues and important milestones in an employee journey.

The combination of these surveys will provide a comprehensive view of the employee experience throughout the year.

Aim for maximum employee participation

Encourage high participation rates among employees by making surveys accessible and by communicating their importance.

Highlight how beneficial their feedback is when it comes to organizational improvements.

The higher the participation, the more representative and actionable the insights.

Customize surveys to your organizational needs

Following a templatized form of survey won’t always work. You should focus on tailoring your surveys according to the specific needs and challenges of your organization.

Moreover, avoid asking generic questions in your surveys. Instead, focus on areas that align with your goals.

The element of customization makes the employee engagement surveys more relevant and engaging for employees.

Provide timely feedback and follow-up actions

After conducting surveys, promptly share key findings with employees and outline clear action plans.

When you show that you value your employees and act on their suggestions, it fosters a culture of trust and growth.

After all, the whole purpose of these employee surveys is to bring a meaningful change, right?

How to create an employee engagement survey without any hassle?

I understand how daunting it can be to create an employee engagement survey.

But what if I tell you there’s an easier, much faster, and an effective way to create employee engagement surveys?

This is where Formaloo comes into the picture. Formaloo is a no-code, drag-and-drop tool that allows you to create highly engaging surveys in no time.

This means that whether you’re creating a survey once a year or every other quarter, you can do it with ease.

You can either create one from scratch or choose from Formaloo’s employee engagement survey design templates.

Learn how to create an employee engagement survey in Formaloo without any hassle.

Read on about the employee engagement survey best practices.

Wrapping up!

Work dynamics are changing. In today’s fluid job market, some people don’t stick to one company or organization for long, while others are promoted to new roles.

That’s why it was important for us to answer: How often should employee engagement surveys be conducted?

Think of it like a sports team.

Before starting a game, they form a huddle and talk about the plan. In between, they tweak strategies according to the game’s situation. After the game, they reflect on what went well and what went wrong.

The point is that they stay in constant communication.

Similarly, employee engagement surveys should be conducted frequently.

Here’s to staying updated on your employees’ perspectives so your company remains agile and responsive.

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How often should employee engagement surveys be conducted?