How often should you conduct employee engagement surveys?
With the new reality of increasingly distributed workforces, it’s become more important than ever for managers…
It’s easy to talk in the abstract about keeping your employees engaged. But how do you, as a manager, put this into practice? Especially if you’re short on time? Surveys are a great method to quickly get the pulse on your team’s level of engagement. And an employee engagement survey template is a fantastic time saver to help you prepare.
A manager’s role is never static, because team dynamics are always evolving. As your team’s needs and challenges change from week to week, month to month and year to year, surveys help you understand your team. With these insights, you’re able to give them the support and motivation they need.
Select a free employee engagement survey template based on your team’s needs, or build your own with our practical how-to guide.
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You might think it’s obvious that managers should constantly be thinking about ways to keep their employees engaged. Employee engagement benefits include employees are happier in their jobs and do better work. In fact, an employees’ job satisfaction and their quality of work influence each other, and the key to improving both is employee engagement
It can be difficult (and time consuming) to get a feel for how each individual employee is feeling motivated at any given time. A better approach is to look for common trends among team members when employee engagement is riding high or crashing. Measuring employee engagement with surveys can help you spot these engagement swings so you can act fast and implement an effective employee engagement action plan.
When your team is excelling in a certain area and engagement is high, you can tap into that energy with new projects or by offering your team extra opportunities to shine.
When people seem to be struggling in certain regards and engagement levels are low, you can nip those problems in the bud with extrinsic motivators like perks or fun events.
Another great thing about employee engagement surveys is it can help you adapt to the shifting reality of your team. When things change, people leave, or new employees onboard, you can spot where it’s impacting your team and support them in those areas.
For example: a growing team needs you to teach them how to collaborate with new coworkers and a more complex team structure. There are times when your team is under a lot of pressure, or find themselves temporarily lacking in direction. You need to be ready to adapt to the situation, and pitch in as a team player to help get everyone doing their best work, together.
Finally, results from your employee engagement surveys are great data to compare past performance outcomes with engagement level results.
You don’t want your surveys to take up too much time, or be too frequent. You run the risk of overwhelming your team, and reducing their participation. Then again, if these surveys pop up too infrequently, you won’t be getting the most accurate and up-to-date data. So it’s important to strike the right balance.
There’s no perfect equation for how many questions, but try and keep it between 5 and 10 employee survey questions at a time. Employees filling out a pulse survey should never need more than 15 minutes. As for frequency, weekly or bi-weekly is ideal.
💡 Learn more about employee engagement survey best practices.
Select one of our employee engagement survey templates based on your team’s needs!
Each survey question is written to fit an ‘opinion scale’ format, where employees can gauge their answer on a scale from ‘strongly agree’ to ‘strongly disagree’. Depending on what employee survey tool you’re using, you could use a sliding scale or a multiple-choice survey question option. If you use multiple-choice, give 5 answer options: strongly agree, somewhat agree, neutral, somewhat disagree, strongly disagree. With Officevibe’s employee engagement tool, you can create opinion scale, multiple-choice, or text engagement survey questions when you build a custom survey.
Large teams are the most difficult teams for managers to stay aware of everyone’s engagement levels. So this survey template is your best tool to make sure your team is functioning well.
With smaller teams, managers may think it’s easier to stay on top of how everyone is feeling. But giving these fast, light surveys is an effective way to spot anything you might be missing.
Things change in the workplace on a month to month basis based on many factors: priorities, relationships with colleagues, and employee productivity. A great manager can use a monthly engagement survey to keep on top of moving trends.
At the annual level, your data can reveal some real high-level issues, like major swings in employee engagement and team alignment. Knowing how things stand is key for making big plans regarding projects, or setting long term goals with your employees. But these crucial high-level assessments cannot be the only surveys you give. Without more granular surveys throughout the year, your data from annual surveys will likely be biased.
See more examples of employee satisfaction survey questions here.
There are many reasons why individuals or your team may be disengaged at work. Understanding overlapping themes and sentiments on your team can help you tackle any major issues before you dive into one-on-one problem solving with each employee. Surveys like this help you navigate that tricky terrain.
If none of the above employee engagement templates meet your specific needs, don’t sweat it. Build your own with these key tips.
There are a lot of great platforms to help you build employee engagement surveys, saving you a lot of time. Officevibe makes it easy (almost, fun?) to create surveys, analyse survey results, and even provide your team with a space to give anonymous feedback. Plus, our bank of in-app custom poll templates help you dig deeper into specific topics, no planning needed.
All the employee feedback and data mean nothing if you don’t act. These free employee engagement survey templates are more than just a tool. They help you get the actionable insights you need so you can focus your attention where it matters most to support your team.
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