Surveys aren’t the problem; badly designed surveys are

We’ve even encountered organisations citing survey fatigue as a reason to avoid gathering employee feedback.

To be sure, survey fatigue can be a genuine problem in organisations but that’s usually down to how surveys are designed and implemented rather than the survey method itself.  

We’re often sent draft surveys to review for our clients, and there are some common things we spot that can lead to survey fatigue:

• Surveying too frequently or at the wrong time

• Asking too many questions or poorly worded or irrelevant questions  

• Failing to act on the feedback provided, leaving people feeling ignored

• Not communicating changes made because of feedback (or explaining why certain feedback couldn’t be acted upon).

It’s usually a combination of these factors that leads to low response rates and a lack of participation.

For instance, surveying people regularly is not a problem in itself – regular ‘pulse’ surveys can be beneficial, allowing organisations to track progress and spot issues early before they develop – but it can become one if your surveys are too long.

The widespread availability of online survey tools has made it easier than ever to collect feedback, but this doesn’t guarantee the collection of high-quality feedback.

So, with that in mind, what can organisations do to avoid survey fatigue and get better employee feedback? Here are our top recommendations:

1. Be clear about your objectives: Before creating a survey, clearly define what you’re trying to find out and decide whether a survey is the most effective way to obtain the feedback you need.

2. Ask only essential questions: Think carefully about the questions you need to ask. It’s easy to keep adding more questions, but this can overwhelm respondents. Focus on what’s essential to meet your objectives.

3. Pilot your survey: Test the survey with a small group to identify any issues and gather feedback on how it can be improved.

4. Communicate and act on feedback: Employees need to see that their feedback matters. Share the results, explain any actions being taken, and provide updates on progress. Even when feedback can’t directly inform change, explain why.

5. Time your surveys appropriately: Don’t bombard employees with surveys. Space them out and align them with key moments in the employee experience, such as after significant workplace changes.

When surveys are well-designed and thoughtfully deployed, they’re not just tolerated – they’re valued. Employees want their voices heard, and surveys are a way to listen to them. The real challenge isn’t survey fatigue; it’s ensuring that our surveys are worth answering.

New technologies, like those powering Audiem, have made it easier to analyse free-text feedback quickly and accurately. This means organisations can confidently use open-ended questions, reducing the need for repetitive rows of rating scale questions. This helps to lessen survey fatigue and means you can gather rich, meaningful insights.

Want to find out how Audiem can help improve your employee feedback? Then get in touch at hello@audiem.io