Employee Survey Tips: Survey Fatigue
When planning employee engagement surveys, a common concern is “survey fatigue” - the idea that people will stop responding if you ask for feedback too often. While this is a valid worry, the reality can be more nuanced than just “don’t ask too many questions.”
I spent seven years leading methodology and data science for employee engagement surveys at Peakon and Workday. Over that time, I’ve worked with everyone from tiny tech startups to massive retail brands, mining operations, football clubs, and even government entities. Now that I’m no longer directly involved in survey creation, I can share my honest thoughts on the most effective ways to run employee surveys.
See the complete set of tips & tricks for running employee engagement surveys.
When planning employee engagement surveys, a common concern is survey fatigue. This is the idea that people will stop responding if you ask for too much feedback in one go. While this is a valid worry, the reality can be more nuanced than just “don’t ask too many questions.” Below are some insights to help you find the right balance.
1. It’s All About the 100 Questions per Year Rule
A practical guideline is to expect around 100 total survey questions per employee per year. This could mean one long annual survey or multiple shorter quarterly or monthly check-ins. Once you exceed that threshold, participation rates often drop.
- Long Surveys: They can work if they’re infrequent, clearly communicated, and open for a reasonable length of time. One client ran a massive 120-question survey, well above our usual recommendation. While it was a challenge, they managed 85% participation thanks to solid planning, communication, and follow-up.
- Short Surveys: These can help if you need quicker, more frequent insights. Just remember that you’re still working toward a total of roughly 100 questions per year. The more frequent your surveys, the shorter each one should be to avoid burnout.
2. The Real Culprit is Lack of Follow-Through
Research and experience show that fatigue isn’t just about how many questions you ask; it’s about how many unanswered questions employees feel they’ve raised. If you repeatedly ask for input but make no visible changes, employees will become disengaged even if each survey is short.
- Action Matters: Show people that their feedback leads to results. Communicate improvements, celebrate quick wins, and keep everyone updated on ongoing projects.
- Visibility Builds Trust: When employees see real outcomes tied to their feedback, they’re more inclined to answer future surveys, regardless of length or frequency.
3. Expect Participation Spikes (and Drops)
Launching a new survey provider or switching up your methodology can create a temporary surge in participation. Curiosity, novelty, and fresh branding might prompt more employees to respond. However, don’t be alarmed if you see participation taper off by about 10% after the initial hype dies down.
- Accept Natural Fluctuations: It’s normal for engagement to settle at a slightly lower baseline over time.
- Keep Innovating: Refresh your survey design and communication strategy periodically to recapture interest and maintain strong participation.
Sunbeam
Sunbeam is a feedback analytics platform designed to make working with open-ended, text-based feedback as straightforward as working with scores. Too many organizations overlook the rich insights hidden in qualitative responses, and Sunbeam aims to fix that. By combining deep industry expertise with cutting-edge AI, Sunbeam makes it simple to analyze and act on text feedback, ultimately helping HR teams unlock the full potential of employee engagement data.