Workplace mental health questionnaire

25 survey questions to help you understand your employees’ mental health and wellbeing

Impact of work questions

These questions will give you a good picture of how work is affecting your employees’ mental health.

Asking questions related to specific feelings and their work-life balance will tell you about their ability to manage a healthy balance and how likely they are to be suffering from symptoms of poor mental health or burnout.

It may be useful to add timeframes to some of these questions to see how your employees have been feeling over a period of time.

• How would you rate your mental health outside of work? (Scale: 0 = Poor, 10 = Great)
• How would you rate your mental health at work? (Scale: 0 = Poor, 10 = Great)
• How would you rate your level of happiness at work? (Scale: 0 = Poor, 10 = Great)
• How often do you feel stressed at work? (Scale: 0 = Not often, 10 = Very often)
• How often do you feel nervous at work? (Scale: 0 = Not often, 10 = Very often)
• How would you rate your physical health at work? (Scale: 0 = Poor, 10 = Great)
• How would you rate your work-life balance? (Scale: 0 = Poor, 10 = Great)
• How often do you work outside of contracted hours? (Scale: 0 = not often, 10 = Very often)
• How often do you check your email/work-related messages out of contracted hours? (Scale: 0 = Not often, 10 = Very often)
• How often do you feel pressured to work longer than expected? (Scale: 0 = Not often, 10 = Very often)
• I feel I have enough time to do my job well (Scale: 0 = Completely disagree, 10 = Completely agree)
• In the last [timeframe], how often do you feel stressed about your deadlines and workloads? (Scale: 0 = Not often, 10 = Very often)
• In the last [timeframe], how often do you feel psychologically safe at work? (Scale: 0 = Not often, 10 = Very often)

Management support questions

These questions will help you to understand how much support your employees are receiving from management in the organisation.

Once you have this information you can make changes to benefit employee experience and the levels of mental health across the employee base.

• My manager has created an environment where mental health can be discussed (Scale: 0 = Completely disagree, 10 = Completely agree)
• My immediate manager prioritises the mental health of our team (Scale: 0 = Completely disagree, 10 = Completely agree)
• I have the opportunity to give open feedback on my mental health to my manager (Scale: 0 = Completely disagree, 10 = Completely agree)
• My manager can make changes to my working environment to benefit my mental health (Scale: 0 = Completely disagree, 10 = Completely agree)
• When I ask my line manager for help, they give me the support I need (Scale: 0 = Completely disagree, 10 = Completely agree)
• I can talk about my mental health to my manager confidentially (Scale: 0 = Completely disagree, 10 = Completely agree)

Company support questions

These questions will help you to understand how much support your employees are receiving from the company in general.

Depending on the results, you can make changes to support the mental health of your team such as developing more mental health resources or increasing the number of wellbeing policies, for example.

• My organisation cares about my mental health (Scale: 0 = Completely disagree, 10 = Completely agree)
• My organisation prioritises the mental health of its employees (Scale: 0 = Completely disagree, 10 = Completely agree)
• My organisation helps it’s employees with stress management (Scale: 0 = Completely disagree, 10 = Completely agree)
• My organisation has enough mental health resources available (Scale: 0 = Completely disagree, 10 = Completely agree)
• I feel that the company’s current wellbeing policies are enough (Scale: 0 = Completely disagree, 10 = Completely agree)
• My organisation has a culture where employees are encouraged to speak up (Scale: 0 = Completely disagree, 10 = Completely agree)

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About the author

Lucy Harvey

Lucy Harvey, COO at Stribe, has 11+ years’ experience in purpose-driven leadership roles across health, wellbeing, internal communications, employee engagement, and marketing. She is passionate about creating workplaces where people are happy, fulfilled, and feel comfortable and safe to talk.