Many people are suffering from survey fatigue – it’s not uncommon to visit a website and be presented with a pop-up asking for ‘Your Views’. This means that many employees view the Big Annual Engagement Survey as yet another draw on their time.
The Big Annual Engagement Survey also tends to become a bit of a monster – it requires lots of investment in internal comms, it tends to be expensive and it tends to ask lots of questions. As a result a lot tends to ride on it, the feeling being that it is the one and only shot to explore how people are feeling.
The reality though is that engagement levels can change over time so measuring it once a year might not reveal the full picture. In addition the Big Annual Engagement Survey often generates so much data that it is difficult to know where to start. Organisations often spend months analysing the data. The irony is that by the time the organisation has finished making sense of the data things have moved on and people feel that nothing will change as a result. All of which adds to the sense of survey fatigue.
Pulse surveys are a much more efficient and lower key way to gain an up to date sense on how people are feeling about the employee experience. They will enable you to monitor the key issues identified in your previous engagement surveys, but also any issues that are being thrown up by your onboarder and exit surveys.