How often should you do employee surveys or heart rate measurements?
Yesbox often suggests an annual cycle of 3 fixed measurements per year
According to our experience and satisfied customers, 3 measurements are sufficient scope for a continuous follow-up of the most important issues during the year, ie winter, spring and autumn. It will be a short but full questionnaire that takes 3-5 minutes to answer with about 20 questions per round.
Then add measurements for special needs.
Monthly follow-ups with few questions work well in special situations, but mainly for shorter periods. Over the years, we have experienced that weekly or monthly measurements over a longer period of time create survey fatigue and poorer follow-up, which creates frustration.
We suggest that you see the measurements as part of other processes such as employee interviews, salary or goal interviews and other meetings. Combine meetings between group and individual.
Plan instead a reasonable extent of questionnaires, follow-ups and dialogues. It then creates an interest and curiosity about the process and it is not perceived as repetitive or too long.
In our experience, it is best to use action plans and follow-up meetings and meet in the dialogue instead of making more measurements. It is not possible to get answers to all questions in a survey; we are not always logical in our answers.
We see more disadvantages both with too long measurements less frequently (eg every year) and short surveys too often with single questions that do not have time to be followed up.
It is a great advantage if the organization jointly takes responsibility for the development with the help of focus and good analyzes from the survey. Meetings, dialogues and decisions about activities in different groups are important to bring about a desired development