Employee engagement field has changed radically over the last 5 years. The traditional approach to employee engagement tells employers to conduct surveys every 12 or 24 months. But, this approach changed and firms run a survey multiple times a year.
How Frequently the Constructs Fluctuate
Before measuring employee engagement, the goals of the program and the business need to be aligned. For example, if you are measuring employee mood which is not at all recommended then it is possible that their moods fluctuate very frequently. However, if you are measuring employee engagement then daily or weekly measurement does not make sense as engagement levels are not likely to fluctuate in such a short span of time. So, all constructs have uncertainty.
Lots of Uncertainty
Companies need to comprehend that they are actually recording answers to a number of questions. Given a person’s culture, language, user interface, and many other things they can get different responses. For example, an organization uses the Likert Scale. When presented with a question, employees see themselves on the situation and answer the question to the nearest value. Two people with identical feelings or background can have two different answers. They can interpret the same question in two different ways. This concludes that there is uncertainty in almost everything.
How Often A Company Should Communicate With Their Employees?
The traditional method suggests that a company should have a conversation with the employees every one or two years. This relationship between a company and an employee is completely unnatural. The flow of the conversation should be natural. Companies worry too much about the template of how to measure engagement than actually measuring and putting the feedback into action. Companies should encourage employees to have conversations with them and bring forth ideas and feedback on how the organization can improve. Feedback should not be scheduled but should happen often.
Delighting the Employee
The next step after collecting feedback from the employees, the company should put that feedback into action. It is absolutely pointless to measure engagement and not taking action to change employee engagement. If something about the company is bothering the employee then it should be changed and making sure they feel connected.
The crux of the whole action is to make an ongoing effort to keep employees comfortable. It doesn't matter how often companies measure employee engagement but it matters what they with the data collected. The motive of this practice is to build a natural relationship with the employees that work in favor of both the employees and the company.