Engaging employees in diversity and inclusion inititates such as surveys is essential for gathering valuable feedback that can drive organisational improvement. But if “survey fatigue” is as real, how do you overcome it to get employee buy-in to support progress?
A study by Porter et al. (2004) found that the more frequently individuals are asked to participate in surveys, the more peeved they became and the less likely they were to respond or give quality responses to questions.
That said, McKinsey & Company labels the frequency of survey arguement as a myth, and instead cites leadership and organisational in-action on previous surveys as being the top reasons for driving survey fatigue.
In light of this, we look at some of the key strategies that can help organisations and team leaders enhance employee engagement with survey.
1. Optimise Survey Frequency
While managing survey frequency is important, it’s more crucial that employees believe their input will lead to action. Organisations should space out surveys appropriately but focus on using the feedback to drive tangible changes.
Tip: Create a survey calendar that spaces out feedback requests, ensuring employees aren’t overwhelmed and each survey has a specific, actionable purpose.
2. Design Shorter, More Focused Surveys
Surveys should be concise and targeted to ensure that responses are thoughtful and useful. Long, unfocused surveys can contribute to fatigue, but the real issue is if employees believe their detailed responses won’t make a difference.
Tip: Prioritise key questions that provide actionable insights and use skip logic to tailor surveys to individual experiences.
3. Communicate Purpose and Outcomes
Employees need to understand the purpose of surveys and feel confident that their feedback will lead to improvements. Clear communication before and after the survey process is vital for maintaining engagement.
Tip: Share the results and outline the organisation’s plan for action based on feedback, demonstrating that leadership values and responds to employee input.
4. Involve Leadership
Leadership’s active involvement in promoting and acting on survey results is crucial. Employees are more likely to participate if they see that leaders are genuinely interested in their feedback and committed to making changes.
Tip: Have senior leaders endorse surveys and ensure they visibly participate in discussions about the results.
5. Provide Incentives
Offering incentives can be an effective way to boost survey participation. While the primary motivation should be the desire to improve the workplace, incentives can serve as an additional nudge to complete the survey.
Tips:
- Offer small rewards, such as gift cards, additional paid time off, or a company-wide celebration if participation goals are met.
- Ensure that incentives are fair and inclusive to avoid any potential resentment.
- Consider non-monetary incentives, such as recognition in company communications.
Financy covers gender finance, diversity, inclusion and ESG issues. We advocate for gender equity change through the Women’s Index report and help businesses take action on DEI through Strategic Consulting powered by our tech platform IMPACTER.
