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Use recurring surveys to stay connected with your workforce through the COVID-19 crisis

Recurring and continuous surveys are great tools that will help you stay connected with the reality of your business and…

Recurring and continuous surveys are great tools that will help you stay connected with the reality of your business and assess the development of the KPIs you’re observing. Even though the world is slowly opening up, there are many still working from home and these conditions will not be changing any time soon. Recurring surveys are a great way of keeping your workforce connected and guide them through this crisis. Reading time: 6 min.

In the space of a few weeks, the world changed and we have been living under the new normal for months now. For many of us, a daily routine consists of a quick walk from our beds to the study, dinner table, or couch. We keep colleagues and managers updated via instant message and daily or weekly video calls. We try to manage our families and keep out any distractions while trying to achieve our KPIs. Despite everything, humans are creatures of habit and we are settling into the new normal the best way we can. But things are not normal.

Your employees’ ability to adapt is not, necessarily, a sign that they feel supported. So, don’t stop checking in and measuring their engagement, well-being, and satisfaction simply because they seem like they’re dealing. The world is slowly opening up but many keep working from home and we can safely say that getting back to normal is going to be a slow process, so you need to set up a system for continuous measurement, aka recurring surveys.

Step 1: Make a plan

A survey plan consists of defining the survey’s purpose and cadence, as well as addressing accountability.

The purpose

Before you set up you distribute your survey, sit down with all the stakeholders involved, and determine the survey purpose. Ask yourselves these questions:

  • What exactly are we trying to figure out?
  • Why do we want to know?
  • What do we hope to do with the collected feedback?
  • Who is our intended audience or population?
  • How are we going to access that target audience?

Survey goals are the key to successful measurement, without them, you may end up with unusable data and unable to take concrete action. A survey without a purpose is a waste of time.

The cadence

Your plan also needs to include a timeline. Recurring surveys should not be sent at random; they need a schedule. The survey cadence depends on two things:

1. How frequently do the conditions you are measuring change?

Once you define your survey goals, you’ll know the conditions and topics you need to measure to meet those goals. To determine a frequency, you need to think about how often these conditions or employees’ perceptions of them meaningfully change.

2. How often can you follow-up and take action based on the results?

When employees share their feedback, they expect to be listened to. Surveying employees and failing to follow-up on the results can backfire by spreading mistrust, increasing disengagement, and leading to decrease future survey response rates.

When considering survey cadence, you need to consider how often your managers can review and react to survey results. A follow-up includes some communications of the results back to the employees and action plans and these things take time – consider how much resources you have.

Perceptions of remote work could change frequently, therefore, we recommend asking every 1-2 weeks for the most recent and relevant data. With Enalyzer, once you set up reports and distribute them, you can watch real-time data come in, minimizing administrative work.


In order to implement changes or setup new initiatives based on the collected employee feedback, you need to find someone who will be accountable. This person or group of people need to have the interest and authority to implement initiatives and changes. The best candidates are your managers, including top management.

Step 2: Define your tool kit

Recurring surveys can be costly and resource-demanding unless you find a digital platform that can minimize the administrative work involved in data collection, as well as insight reporting and distribution. Enalyzer minimizes the administrative work that constant measurement requires and it can easily embrace your entire organization. 

You might also want to integrate with other tools you’re already using, such as Slack, Google Sheets, Gmail, or popular HR apps such as Namely and PeopleHR. With Zapier, Enalyzer can connect to more than 1500 apps, so you can transfer employee feedback wherever you need automatically.

Step 3: Design your survey

You are now ready to build your survey and you’re in luck because we have a Remote Workforce template that measures six challenges remote workers face:

  1. Work-life balance
  2. Distractions
  3. Lack of sense of belonging
  4. Lack of communication
  5. Lower reliability and accountability
  6. Increased security challenges

Furthermore, the template is meant to be used as a communication platform. There is a higher response rate when top management chooses to communicate through the survey.

→ Check out the template

→ Add a copy of the Remote Workforce template in your Enalyzer account

You can customize the survey to be more specific to your organization and the goals you’ve defined. For example, the survey can start with a short video greeting and a one-pager that briefly explains the organization’s goals and priorities.

Step 6: Set up recurring surveys

Survey plan ✔️ Survey design ✔️ Now it’s time to send your surveys. You can send them manually according to the frequency you’ve chosen or you can set it all up to run automatically in Enalyzer using organizations.

  1. Create an organization
  2. Create teams that reflect your organizational structure
  3. Customize employee profiles
  4. Import your employees via CSV
  5. Setup an automation to send the recurring surveys automatically
  6. Focus on making insight-driven decisions

Step 7: Setup reports and distribute them

Reports provide data as soon as feedback comes in, so you can understand what’s going on in your organization immediately and track the development over time with time series charts. Distribute reports with your managers and give them read-only access to the insights they need to follow-up on the results. Managers can check their reports after each recurring measurement and always be up to date on how their team is feeling, as the world changes.

Step 8: Take action and communicate

With every measurement, make sure you look into the areas that need your focus and if needed, readjust the next measurement. Ensure your managers are taking initiatives to address issues that arise from the survey results.

Consistent measurement is always a good idea even before COVID-19. It’ll be a while until we’re back to business as usual, so for now, make sure your employees feel supported throughout these uncertain times.

Need help? We have can tailor a solution that meets your needs and get you started right away. Book a demo.

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