Survey Fatigue and Trust: Why Internal Comms Must Follow Through!

Think Twice Before Dusting off the Staff Survey!

Let’s be candid, there’s a distinct phrase that sends shivers down employees’ spines: employee satisfaction survey. It makes me feel a little nauseous!

For many organisations, the intent behind employee surveys is genuine; leaders want feedback to improve workplace culture, boost employee engagement and align the workforce with the company’s goals. 

But here’s the rub: when employees are asked to fill out survey after survey without seeing any real change, they become fatigued, sceptical and ultimately, disengaged.

This disconnect can be a major roadblock in achieving an organisation’s internal communication goals, no matter how ambitious or well-meaning they might be.

So, How Do You Combat Survey Fatigue and Make Employee Feedback Truly Matter?

What is Survey Fatigue, and Why Does it Happen?

Survey fatigue is a phenomenon that occurs when employees grow tired or frustrated with the frequency, relevance, or outcomes of the surveys they’re asked to complete. Imagine an inbox filled with yet another survey request. 

The topic might be important, but when employees feel inundated with surveys, they lose interest, or worse, they stop taking surveys seriously.

Below are several common reasons that drive survey fatigue in organisations:

• Overuse of Surveys: Sending too many surveys without clear purpose or variety makes employees feel like their time and opinions aren’t truly valued.
• Redundant Questions: Repeatedly asking the same questions without updating content to reflect past responses or current realities indicates a lack of genuine engagement.
• Lack of Follow-Through: Employees often feel disheartened when they see no tangible actions or results from past surveys, leading them to question why they should even bother to respond.

The irony here is that while organisations are genuinely trying to improve, an over-reliance on surveys (especially those with vague promises of change) can breed cynicism and weaken employee trust.

The Trust Gap: Why Survey Follow-Through Matters

When it comes to surveys, there’s one golden rule: don’t ask if you’re not going to do something about it!

Following through on survey results is the linchpin of trust in internal communication. Every survey that goes unanswered; or whose feedback is ignored, adds to a widening gap of mistrust, reduces the value of employee voice and can undermine a company's values. 

Employees feel that they’re simply 'going through the motions' and morale suffers as a result.

Why is this trust gap so significant? Simply put, an organisation’s credibility is at stake. When employees see that their feedback isn’t leading to any actual change, they start to believe that the company’s commitment to improvement and employee communication is just lip service. 

As a result, engagement plummets, employees stop participating in surveys, and the organisation loses valuable insights. Worse yet, trust in internal communications dwindles, making it harder to effectively connect with and motivate staff and may decrease employee discretionary effort

How to Avoid Survey Fatigue and Keep Employees Engaged

Creating effective, meaningful surveys that drive real change requires strategy and a commitment to follow-up. 

Below are some suggested ways to approach it:

Be Selective with Your Internal Communication Surveys

Just because you can send a survey doesn’t mean you should. Focus on quality over quantity, sending surveys only when you have a clear, actionable reason.

Tailor your questions to different audiences within your organisation, ensuring they align with your strategic objectives, company culture and provide insights that can be translated into meaningful action and increase employee engagement.

Consider alternative methods for gathering feedback, like open forums, team discussions, or pulse surveys. Shorter, more targeted surveys that get a snapshot of employee sentiment without overwhelming them.

Understanding Employee Engagement

Employee engagement is a cornerstone of a company’s success, directly influencing productivity, retention, and overall business performance.

Engaged employees are not just present; they are motivated, committed, and invested in their work.

This heightened level of engagement leads to improved job satisfaction, reduced turnover, and increased customer satisfaction. To truly understand employee engagement, it’s essential to delve into the factors that drive it.

These include regular employee feedback, recognition for achievements, opportunities for growth and development, and a sense of purpose and meaning in their roles.

By focusing on these elements, organisations can foster a more engaged and productive workforce.

The Role of Internal Communications

Internal communications are pivotal in fostering employee engagement. They help create a sense of connection and community among employees, which is crucial for building a cohesive and motivated workforce.

Effective internal communications promote a culture of transparency, openness, and trust, essential for strong relationships between employees, managers, and the organisation as a whole.

By consistently sharing company news, updates, and achievements, and recognising and rewarding employee contributions, internal communications can significantly enhance employee engagement.

This approach ensures that employees feel informed, valued, and integral to the organisation’s success.

Keep it Relevant and Fresh to Engage Employees

One of the quickest ways to lose engagement is by using outdated employee engagement survey questions.

If employees have already answered questions about workplace culture or specific processes in the past, don’t ask the same thing again without adding nuance.

Instead, refer to previous results and adapt the questions based on what you learned, showing that the organisation values what’s already been shared and is responding to it.

When possible, personalise surveys to different departments or employee segments, so they feel specific and relevant to each group.

Keep it Relevant and Fresh to Engage Employees

One of the quickest ways to lose engagement is by using outdated employee engagement survey questions.

If employees have already answered questions about workplace culture or specific processes in the past, don’t ask the same thing again without adding nuance.

Instead, refer to previous results and adapt the questions based on what you learned, showing that the organisation values what’s already been shared and is responding to it.

When possible, personalise surveys to different departments or employee segments, so they feel specific and relevant to each group.

Prioritise Transparency and Internal Communications

Internal communication strategy is all about two-way dialogue, not just gathering data. Communicate the survey’s purpose clearly, share high-level results with employees afterwards, and outline concrete actions the organisation is planning to take.

This transparency helps employees feel included in the process and reassures them that their input is making an impact.

An effective way to do this is through a post-survey “you said, we did” update. This brief communication format summarises key themes from the survey responses, outlines the actions taken in response, and acknowledges areas where the organisation still has work to do.

Establish a Clear Action Plan for Employee Engagement Strategies

Once the survey results are in, leaders and internal communication teams should collaborate on a concrete employee engagement strategy.

This isn’t about a vague commitment to improvement; it’s about laying out specific steps to address the most pressing issues highlighted by employees.

Consider prioritising a few high-impact changes that employees will notice right away. Quick wins (like updating outdated processes or making immediate tweaks to benefits) can have a significant positive effect on morale and show employees that their feedback leads to real improvements.

Establish a Clear Action Plan for Employee Engagement Strategies

Measuring employee engagement is vital for understanding its impact on business success. Various methods can be employed to gauge engagement levels, including employee surveys, focus groups, and one-on-one interviews.

Employee engagement surveys are particularly valuable as they provide quantitative insights into employee attitudes, perceptions, and experiences.

Complementing these surveys with focus groups and one-on-one interviews can offer more in-depth, qualitative feedback.

Utilising a combination of these methods ensures a comprehensive understanding of employee engagement, enabling organisations to make informed decisions and implement effective engagement strategies.

Common Mistakes in Employee Engagement Efforts

Despite the critical importance of employee engagement, many organisations fall into common traps in their efforts to enhance it.

One significant mistake is failing to develop a clear and compelling employee value proposition (EVP). An EVP is crucial for attracting, retaining and engaging employees as it communicates the organisation’s values, mission, as well as culture - all of which drive employee engagement.

Another frequent error is neglecting to provide regular feedback and recognition, which can lead to employee disengagement and demotivation.

Additionally, organisations often overlook the importance of involving employees in decision-making processes, resulting in a lack of ownership and accountability. By avoiding these pitfalls, organisations can create a more engaging and motivating work environment.

Close the Employee Feedback Loop

Follow up on your action plan regularly to let employees know the status of ongoing changes and engage employees effectively.

Internal communications can play a huge role here by providing regular updates via emails, team meetings, or even visuals on notice boards if your workforce is partially offline.

Regular updates demonstrate commitment and accountability, proving that the organisation isn’t just collecting feedback for the sake of it.

Building a Culture of Action and Trust

Ultimately, combating survey fatigue and improving internal communication isn’t about perfecting the survey format; it’s about creating a culture of trust, transparency and responsiveness.

When employees see their input directly impacting decision-making, they become more engaged, connected, and likely to provide constructive feedback in the future.

By focusing on follow-through, organisations can build a solid foundation of trust in internal communication.

Employees will start to view surveys not as pointless tasks, but as meaningful opportunities to shape their workplace. And when they see that their voices have a direct impact, they’re more likely to approach surveys with enthusiasm and honesty.

It really is within your hands!

Employee surveys can be a powerful tool for gathering insights, but only if organisations use them wisely. Selecting the right employee engagement platform is crucial in enhancing workplace communication and achieving successful employee engagement.

Survey fatigue is real, and the consequences of ignoring it can lead to poor communication, disengagement and mistrust in internal communications.

The key to avoiding fatigue lies in respecting employees’ time. Employees feel valued when organisations follow through on feedback and maintain a clear, transparent dialogue about the changes that come from their input and how it helps to deliver business goals.

So next time you’re planning to drag out the survey, remember to do so with thought and purpose, remembering to follow through consistently.

In doing so, you’ll not only combat survey fatigue but also build a resilient, engaged workforce that knows their voices truly matter.