About 4.2 million workers quit their jobs in June! Were some of them from your organization?
Amid this mass exodus of unsatisfied employees, it’s imperative that the organizations pinpoint the reasons that are driving them away. The organization should be aware of their employees’ inconvenience, pain and pulse to the tiniest beats. But how is it possible when the employees are dodging your well-intended surveys like those are worse than catching covid.
Let’s see why your employees are avoiding your surveys and how to help them see the mutual benefit of taking them.
What is Employee Survey Fatigue
In plain words: Your employees not wanting to take the surveys is employee survey fatigue.
It can happen before beginning the survey at all. They might just skip it completely. Or They can feel the wave of fatigue coming in after answering a few questions and quit along the way. It depends. Upon the employees experience with surveys, age, time in the organization, etc.
How Employee Survey Fatigue Is detrimental To Survey Purpose
- Unanswered Surveys: Radio silence from employees on the surveys is of course not why organizations organize surveys.
- Half-answered Surveys: Sometimes the employees start the survey but as they start answering the questions they feel fatigued and leave the survey incomplete.
- Not real answers: And sometimes employees will answer the questions if they are worried that not doing it may have a repercussion from the organization. So they will answer either halfheartedly or to please the organization which most of the time will only generate answers that they don’t really mean, miscarrying the survey purpose.
What causes Employee Survey Fatigue
Who does anything without the intention of some kind of return or entertainment from it? Social workers! Philanthropist! But this is a different scenario. Employees usually don’t expect entertainment from taking surveys. So what exactly do they expect, the failure of which leads them to survey fatigue? Let’s find out!
- Anonymity: Anonymity in filling a survey can be one of the major drivers for avoiding surveys or giving non-real answers for fear of consequence.
- Long questionnaires: As mentioned above, surveys aren’t usually fun unless you manage to gamify them. Therefore the longer the questionnaires are the more reluctant the participants would be to take the survey which can be a cause of survey fatigue.
- Irrelevant questions: In the time of office-model reformation aka hybrid working, if the questions focused on just the pre-pandemic office-model issues because the organization have not updated their survey repository, the survey will appear displaced and insincere to the employees and hence result in survey fatigue.
- Not enough answer options: Though now the surveys have a lot of options for answers but most of the surveys still lack the choice of answers for the surveyees. Not having the employees’ preferred answer can lead to skipping the survey questions and recurrence of such inconvenience to survey fatigue.
- Unclear Motives: Why should the employees spend their time and head to give the survey answers seriously unless keeping their jobs depends on it? Or they have some benefit out of it. If the motives aren’t made clear at the beginning of the survey, you can see the survey fatigue approaching.
- Misconveyed pain-points: Say you take a consumer satisfaction survey for a product you have been using for some time and the survey starts with the question, “Why do you like our product?”, instead of, “What do you think about our product?”, or, “Rate our product”, and then the answer you give to it leading to the next question. The presumption that you like the product and basing the survey on that is misplacing the purpose and misconveying the intention of the survey.
Similarly, the questions, the tone or the questions themselves, in an employee survey can fail to convey the intention of the survey that is to know the pain-points of the employees. Instead they may seem to be intended to help solve just the organization’s select purpose. A lot depends on how you present the questions.
- Lack of action: The biggest reason for employee survey fatigue is the MIA of the after-action. In most cases the organizations give surveys to employees with the promise of a better work condition based on the answer but fail to do so in action. So if the application of the action part is missing then obviously the employees will not have any motivation to participate in the surveys.
Steps To Beat Employee Survey Fatigue
- Practicable goal and time: First, identify the goal you wish to achieve by the survey and make it practicable. Most of the time big goals in small time can be difficult to achieve and hence you end up abandoning them, just like new years resolutions.
- Focused Issues: Compartmentalize the issues that you want to tackle and then develop surveys focusing on those issues. This way you won’t be undertaking everything all at once and so the pressure will be distributed and manageable.
- Targeted surveys: Make targeted surveys based on the department and employee type, tier and tenure. The questions will be targeted to those areas and experience to bring out more participation since they will relate to the questions and have answers to them.
- Anonymity: Anonymous surveys are the best way to know the real answers of the questions of the survey. If organizations can assure the employees of the cent-per-centness of the anonymity, the surveyees can answer unreservedly.
- Short questionnaires: The surveys have to fit today’s short attention span. Therefore, quick and compact surveys can be an effective way of beating the survey fatigue.
- Right question: Here the right question means the questions that are right for the time, target respondents and focused issues.
- Diversity in questions: Since your organization has a diverse workforce the questions should also be diverse to connect with them and make them feel that you mean business about making their work-life easy based on the answers.
- Changed-up questions: The surveyees will be more interested if the questions aren’t rinsed and repeated every time. So, changing the questions in each survey can help eliminate survey fatigue. You probably got so many things to learn from your people, the variety should not be a problem if you break the big surveys down into small ones.
- Transparency: Let them know why you need their answers to offer them better life and provisions at work. Explain your purpose for the survey in the beginning of it.
- Disseminated survey results: Diffuse the survey result throughout the organization. Start discussions on what can be done to solve the pain points brought forth through the surveys so employees will know that their answers and time are not spent in vain.
- Quick action: Take action! Take action! Take action! It can’t be pressed enough how important it is to take action on the insights obtained from the surveys. These actions will show the surveyees the fruitfulness of the survey consequenced by vanquishing the survey fatigue in the following surveys.
- Follow-ups: There should be follow-ups to the surveys enquiring about the satisfaction of the taken actions.
- Reduce gaps: Fewer questions deployed bimonthly or so can help the surveys to be more uptodate with the current situation and create less boredom in the respondents in taking them.
- Use the right tool: Choosing the right tool can reduce time, expense and work while optimizing the outcome. It’s the work of a good tool to help organizations implement all the above survey-fatigue beating steps efficiently while removing the need of day-after-day human hand.
How MonAmi Can Help Beat Employee Survey Fatigue
MonAmi’s AI survey feature has been developed after researching into all the survey pitfalls to date that cause employee survey fatigue and other issues. Its survey model is built on the insights that can give organizations what they want — Employees not taking leave on the date of a survey and giving the answers they really wanna give.
- Anonymous Surveys: All the surveys in MonAmi come with a participant anonymity agreement.
- Streamlined questionnaires: Each survey has questions focused on a dedicated area and no interloping questions from outside of the tackled subject could be found in the respective questionnaire.
- Customized and customizable Questions: The questions are made-to-order to the undertaken issues and targeted employees and departments. The questions can also be customized along the way by MonAmi herself or the organization in case of any change in condition.
- Contextural Questions: The questions are interwoven into structure of the survey in such a way that the next question takes cue from the previous one so the questions in the series don’t ever feel out of context.
- Answer Variety: Are they feeling a little disappointed, a lot disappointed, or completely outraged? Sometimes the answers aren’t black and while or one word. MonAmi surveys give respondents sufficient answer scopes to express their disappointment or satisfaction with the organization.
- Survey followup: There are follow-up sequences to the survey to appreciate the participation by the employees and to learn their satisfaction following the implementation of the latest actions.
- Predictive analytics and Recommendations: MonAmi offers reports of the survey results and recommendations based on her AI predictive analytics.
- Live Dashboard: The reports and recommendations are displayed on a live comprehensive dashboard and thus they are dynamic.
- Capstone surveys: Every achievement of an employees’ worklife-cycle is concluded by capstone surveys to gauge the experience of the journey so the next batch can be given more facilities in case of any oversight in the current one.
- Exit Surveys: The exit surveys are different for the employees who quit and those who retired. They have both vastly distinct parameters as well as some similar ones to be assessed in their experience.
- Adjustable sequences: All the sequences run in MonAmi can be modified according to the organization’s demand. Limbs can be taken out or added or shortened or lightened.
- Automation: MonAmi’s surveys are automated, that is once plugged into the Organization HRMS and set up the que, HRs can just turn around and focus on work that needs human intellect, not yet completely mastered by the AI.
The main purpose of surveys for organizations is to understand why employees aren’t staying in the company for a longer time or why they are disengaged and how to remedy these issues. And the answer is to make a healthy, smooth and flourishing work environment for the employees by probing into the pain-points of the employees through surveys and taking actions based on the report. All while also saving cost, time and work using the right tool. A win-win!
Frequently Asked Question On Employee Survey Fatigue:
What is survey fatigue?
Lost of motivation to take surveys is called survey fatigue.
How do you overcome survey fatigue?
The following can help avoiding survey fatigue:
- Anonymous surveys
- Communication of the survey purpose clearly
- Short questionnaires
- Diverse questions
- Right questions
- Taking action on survey outcome
What is respondent fatigue?
Survey fatigue is also known as respondent fatigue.
What happens if a survey is too long?
Too long surveys induce survey fatigue in respondents.
How long is too long for a survey?
The ideal length for a survey is maximum 10-12 minutes. Any survey taking more time than this has chances of abandonment before or during its response.