How often should you conduct an employee survey?
Most organizations perform annual or semi-annual surveys for their employees. While their goal is to keep the business focused on improving employee engagement, we’ve found that once or twice a year is not frequent enough to gauge a critical input to engagement, the employee experience. Furthermore, most engagement surveys fall short of measuring the impact of the actions taken by managers once the results are given.
As a result of this misstep, employee engagement and trust within most organizations has continued to decrease (47% of people trust).
What we’ve found is the best way to improve trust, engagement, retention and performance within organizations is by empowering team leaders with tools to leader teams. You’ve probably guessed by now, that the frequency of digital check-ins should be controlled at the team level, not the company level. Frequency success depends on the nature of the team and their current communication routines and feedback cycles.
How often should teams conduct their digital check-ins?
The answer here is, it depends on a number of factors: how often does your team meet? Is your team 100% remote? Is there a high degree of trust within your team? What is the primary job function of the team? How frequently do you hold 1-on-1s with your team? And many more.
A good place to start is answering this question: how often does your team have casual check-ins? We’ve found the response to this question to influence the success of adoption for the toolkit. The more frequent your team has casual check-ins, where you as the leader are able to determine what everyone is working on and gauge their level of morale by comfort in communicating, the less the check-in cadence needs to be.
However, if you are a manager that is always running 100mph and does not have an established weekly check-in cadence with your team; where they share openly, then we suggest a more frequent digital check-in cadence.
Something else to consider is what is the primary job function of the team?
We’ve found front-line teams, or hourly roles (retail, waiter, package handler, etc) see greater success with more frequent check-ins (daily or weekly). This is because there isn’t typically a culture of active, casual check-ins. Also, supervisors tend to have fewer years of management experience.
So what works best?
When deciding how often to schedule your digital check-in it’s important to understand your current check-in cadence with your team and to communicate with your employees on the goals of the check-in. Fortunately, unboXt takes the results of the check-ins and provides the manager with personalized insights and recommendations. The result is a drastic reduction in the time needed by managers to act on the employees’ feedback.
Daily: consider this frequency if you do not have a current frequent check-in with team members or if employees seem to have low engagement
Weekly: if you’re unsure whether daily or monthly is a good cadence for your team, this is a nice way to split hairs
Monthly: this check-in cadence is for managers who have a great rapport with current employees but see room for improvement
Regardless of which frequency you choose for digital check-ins, ensure you communicate the goal of the check-ins with your team. Whether it’s to improve the employee experience, engagement or to collect passive feedback on how well you’re performing as a manager, communication is an essential component of a high-performing team.