There’s a lot of debate about how often to measure employee engagement: every six months, annually, or even every two years? The truth is, the timing isn’t the most important part. Regular check-ins, like quarterly and half yearly surveys, help you stay in touch with your team’s feelings, but simply measuring engagement doesn’t create an engaged workforce.

Imagine employee engagement like your relationship with a close friend or partner… There’s no set schedule for having talks with them; you discuss things naturally when needed, right!. Similarly, workplace engagement should be an ongoing conversation, not just a periodic survey.
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In many organizations, the focus is more on how to measure engagement rather than on actual engagement. It’s important to create an environment where employees feel comfortable giving feedback and discussing improvements.

What you do with feedback matters more than how often you collect it. If employees share frustrations or what they appreciate, respond to it by creating an action plan. Acting on feedback is key to building a connected and engaged workforce.

My view: Measure engagement regularly, but focus on creating a natural, ongoing process. Use the insights to foster a supportive environment where employees feel valued and heard. Engagement isn’t just something to check off a list-it’s an ongoing commitment. What do you say? 🙂