The death of the employee engagement survey…may have been called too early!

If like me, you keep up to date with industry publications about employee engagement, you may have encountered several articles announcing the death of the annual employee survey. This to me seems a little bit premature. After the ‘grabby’ headline, when you scratch below the surface it turns out that employee surveys are not dead, but rather an opinion is forming that we should be surveying employees all the time.

Instant data and insights is an interesting idea and in some quarters may work, however taking action and making change happen is where the real benefits of an employee programme come from. Getting more data into the business faster is not really the challenge that I see facing most businesses when they are looking to create an employee engagement culture. It is the ability to utilise those insights to drive improvement and deliver meaningful results to the business that matter.

In a number of organisations, the decision makers I meet talk about having too much data and not enough action, data rich, time poor if you will. I also understand the allure of the smaller more agile questionnaire, just asking a couple of questions to gauge the opinions of your employees. I can see how this could be a great barometer of ongoing feedback but there is a danger of survey fatigue by asking for something every week, especially if there is nothing coming back in the form of action or change.

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