Why Waiting 12 Months for Employee Feedback Leads to Attrition

by Sabrina Son on May 12, 2015 8:00:00 AM

How many of you are still relying on the annual employee engagement surveys? How’s that going for you? If you’re grunting at how they have done absolutely nothing for your workplace, then we can probably tell you why.

12 months is far too long. Considering that employee sentiment can change at the drop of a dime, you really can’t wait for months to address these issues. Because if you do, then that unhappy employee has probably already quit. We asked managers how they felt about the frequency of feedback surveys:


Turns out, 70% of managers want timely feedback. And a staggering 88% believe this frequent feedback can actually improve employee retention.

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Leveraging a tool like pulsing surveys will allow leaders to stay up to date on employee sentiment. Because these surveys are sent out weekly or biweekly, employees don’t have to play the waiting game to bring up any issues or concerns they have. And for that very same reason, managers can quickly come up with and act on solutions to improve the work environment. Sounds like a win-win situation.

So is that enough to persuade you to throw out that darn annual survey?


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This post was written by Sabrina Son

Sabrina is the managing editor for the TINYpulse blog. A Seattle native, she loves her morning (or anytime) coffee, spending her weekends on the mountains, and of course, the famous rain.

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