Too often, organisations treat surveys like dentist appointments: something you endure once a year, dread a little, and forget about quickly.

But in the modern workplace, the pace of change — and the needs of employees — demand something more dynamic.

So how often should you run an Employee Experience (EX) survey? The answer depends on your goals, your culture, and your capacity to act.

Here’s how to find the right rhythm.

Annual Surveys: A Solid Baseline

Best for: Capturing big-picture trends year over year.

An annual, comprehensive EX survey gives you a valuable snapshot. It shows macro shifts in trust, belonging, leadership effectiveness, and more.

But beware:

• Annual surveys alone can feel too slow for fast-moving environments.

• If feedback sits in a report for months without action, trust erodes.

Tip: Combine annual surveys with interim listening moments to stay agile.

Pulse Surveys: Keeping a Finger on the Pulse

Best for: Tracking specific issues or changes more frequently.

Pulse surveys are short (5-10 questions) and focused. They can:

• Check in after major changes (e.g., reorganisations, return-to-office shifts)

• Track the impact of specific initiatives (e.g., new leadership programs)

• Monitor key wellbeing and workload indicators

Cadence: Quarterly or biannual pulses often work well, depending on organisational pace.

Always-On Listening: The Future Is Continuous

Best for: High-trust, feedback-rich cultures.

Some organisations are moving toward "always-on" listening platforms, where employees can give feedback at any time.

Benefits:

• Captures real-time insights

• Empowers employees to speak up when it matters most

• Builds a true listening culture

Caution: Always-on tools still require structure, moderation, and visible action — otherwise they risk becoming noise. See how AI and personalisation are shaping the future of EX surveys.

Key Factors to Consider

• Capacity to act: Don't gather more feedback than you can process and respond to.

• Change velocity: Faster-changing environments need more frequent listening.

• Cultural readiness: Trust matters. If survey fatigue or cynicism is high, focus on quality over quantity.

Example: Finding the Right Beat

A financial services firm moved from annual-only surveys to a blended model: one annual EX survey + two focused pulses per year.

The result? Faster responsiveness to emerging issues, better manager engagement, and a 15% increase in employee perception of "leadership listening."

They found a rhythm that fit — and stuck to it.

The VALUE Method™ Lens

In the VALUE Method™, listening isn't an event — it's an ongoing cycle:

• Vision: Why are we listening now?

• Architecture: What structure fits our goals?

• Listening: How can we make it meaningful?

• Understanding: Are we interpreting patterns, not just noise?

• Evolution: Are we acting with intention and transparency?

Frequency supports evolution — but only if it’s matched by action. Find out whether pulse surveys or annual surveys are right for your organisation.

Final Thought: Listen at the Speed of Trust

There’s no "one-size-fits-all" answer. The right survey cadence listens at the speed your culture can hear — and respond.