# Why one-off engagement surveys aren't enough

- **Episode:** [09](https://agents.truthliesandwork.com/episodes/09.md) (2022-08-30)
- **Type:** other
- **Tags:** engagement surveys, employee feedback, measurement
- **Time:** 22:36–23:58 (start 1356s)
- **Listen:** [https://truthliesandwork.com/09?t=1356](https://truthliesandwork.com/09?t=1356)

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[22:36] Al Elliott: Brilliant, brilliant. So, anything else we need to know about how to stop it from happening?
[22:41] Leanne Elliott: I think that often a mistake that businesses make is they'll do 1 or 2 engagement surveys, and then they'll just stop because they think, oh, you know, now people know that we, we care. And the reality is, you need to keep running those, not only for your people, But for you as a business owner, you need these insights to be able to understand where to invest in people and culture, so it's going to have a commercial, a positive commercial impact on your business. Run that survey every 12 months. I also recommend that you do a pulse check every 6 months. By pulse check, I mean a condensed version of your annual survey that really is targeting the areas that you've invested in to try and improve, just to make sure that those investments are actually paying off
[23:22] Al Elliott: Brilliant
[23:23] Leanne Elliott: And then I think finally, it's just, you know, track these engagement scores against your commercial performance. If employee engagement and the work you're putting into it is working, and quiet quitting is being eradicated, then you should see your return on investment in terms of happier customers, higher revenue, higher productivity, and higher profitability
[23:45] Al Elliott: So you should now have an idea of what quiet quitting is, Why employees might choose to quiet quit, and you'll also know how it's happening and how you can stop it from happening both now and in the future. Is there anything else you think that'll be important for our listeners to know?