The 22 best employee wellbeing survey questions to ask
How many of the pillars of employee wellbeing do you measure regularly in your employee surveys? Did you know, all four pillars are important for overall employee wellbeing? If one is lacking, the rest can also suffer! We always recommend including at least one question for each area when you want to measure employee wellbeing in detail. In our latest blog we’re exploring:
Measuring the wellbeing of your employees is essential to creating a happy team. The wellbeing of your employees underpins their engagement, creativity, and productivity at work! In this blog we’ll be covering everything to do with employee wellbeing and the best wellbeing survey questions to ask in your next survey.
In a recent study by HSE, work-related stress, depression or anxiety accounted for 50% of all work-related ill health in the UK last year. When employees experience these wellbeing related issues, it leads to higher levels of absenteeism, lower employee engagement, and increased employee turnover. Including employee wellbeing survey questions in your employee surveys will help you understand the wellbeing of your team and give you the ability to identify when you may need to provide more support.
Why should you include wellbeing questions in your employee survey?
Wellbeing survey questions are a great way to measure, track, and improve the wellbeing of your employees. They give you the data to help you understand the wellbeing of your employees and create evidence-based wellbeing strategies that meet their needs. Not only do the questions help you understand your employees’ wellbeing, but they also give you insights into how they’re feeling in relation to specific areas. Helping you create targeted approach to your wellbeing plan.
You can understand broad employee wellbeing KPIs by using employee engagement statistics such as absence rates, employee turnover and reasons for leaving. However, employee wellbeing surveys allow you to be one step ahead, and address any underlying issues before they begin to have a negative impact on the organisation.
The goal of an employee wellbeing survey is to measure employee wellbeing, understand what areas of employee wellbeing are scoring badly, and gather ideas from employees for improvement.
The format of employee surveys means they’re a great way for you gain a deeper understanding of how your employees’ view wellbeing. Depending on your organisation’s size, getting feedback from many of your employees can be difficult. Employee wellbeing surveys give you a flexible way to gather detailed feedback from all of your employees. Their anonymous, ‘complete-from-anywhere’ format gives employees confidence that they can be honest and share truthful, detailed feedback – something you may not always get from other feedback sources such as manager one-to-ones.
How often should I survey employee wellbeing?
We recommend surveying employee wellbeing monthly, but this depends on a few factors that will be unique to your business! For example, if you are a larger organisation, you may want to consider quarterly to give you more time to process the results. The bigger your organisation, the longer it can take to analyse and create change from wellbeing surveys.
If your organisation is going through a period of change or a busy time then you should consider running an ad-hoc survey to give you insights that will help you support your employees during that time. Understanding employee needs during this busy periods will help you improve wellbeing and reduce absenteeism and staff turnover – saving you money in the long run. This is where Stribe comes into it’s own, rather than creating a prescriptive schedule and set of questions, our software is flexible and works to the needs of your organisation!
You can learn more about how to decide on the best survey cadence for your organisation in our recent blog here.
What are the pillars of employee wellbeing?
The Four Pillars of Wellbeing make up the four areas in an employees’ life that contribute to their health and happiness. They are:
All four pillars are important and if one is lacking, the rest can also suffer. For example, an employee’s financial wellbeing can affect their mental wellbeing. Their emotional wellbeing can have an impact on their physical wellbeing. That’s why we always recommend including a question to represent each area of wellbeing in your employee survey. This gives you all the information you need to develop a well-rounded employee wellbeing strategy that covers all four pillars.
How to structure your survey questions for the best results
Before we dive into the best questions to ask, let’s take a look at our recommended employee engagement question structure.
If you don’t spend time thinking about the way your questions are structured, you risk creating more questions than answers when you try to analyse your results! We believe that all questions should be:
Clear and simple to understand
Not leading employees towards an answer
Applicable to everyone who is answering the survey
Followed up by a text response to give you qualitative data
Followed up by an action to create positive change and show employees you value their responses.
We cover this in more detail in our new Ebook ‘The Pulse Survey Handbook’. Download it here.
The best workplace wellbeing survey questions to ask
As important as it is to check in on your employees with wellbeing in mind, it’s also important you’re asking the right questions !
We’ve put together a list of the best employee wellbeing survey questions to use in your next employee survey. The questions will help you understand the levels of wellbeing within your employees, and see where they need support. We’ve broken them down into the four areas of employee wellbeing to ensure you have a well-rounded view of employee wellbeing and can support improvement in all areas.
Overall Employee Wellbeing Questions
These questions will help you measure your progress over time and their more general nature can also often prompt some great ideas from employees!
On a scale of 1-10, how happy are you at work? Answer Type: 1 – 10 (Very Unhappy – Very Happy)
Overall, I feel well (emotionally, physically, etc.) Answer Type: 1 – 10 (Strongly Disagree – Strongly Agree)
Financial Wellbeing Survey Questions
How much are financial worries currently affecting your mental wellbeing? Answer Type: 1-10 (Not at All – A lot)
I often lose sleep worrying about my finances. Answer Type: 1 – 10 (Never – Always)
I feel confident I could handle a major unexpected expense. Answer Type: 1-10 (Strongly Disagree – Strongly Agree)
In the past two weeks, how often have you felt worried about the cost of living? Answer Type: 1-10 (Never – Very frequently)
How well do you feel [Organisation Name] supports your financial wellbeing? Answer Type: 1-10 (Not at all – Very)
Emotional Wellbeing Survey Questions
How often do you start the day feeling refreshed and full of energy? Answer Type: 1 – 10 (Never – Always)
How would you rate your current mental wellbeing? Answer Type: 1-10 (Very poor – Excellent)
My organisation cares about my mental health. Answer Type: 1-10 (Strongly Disagree – Strongly Agree)
My organisation has a culture where employees are encouraged to speak up. Answer Type: 1-10 (Strongly Disagree – Strongly Agree)
When I ask my manager for support, they can give me what I need. Answer Type: 1-10 (Never – Always)
Physical Wellbeing Survey Questions
How is your physical health in general? Answer Type: 1 – 10 (Very bad – Very good)
In the last three months have you ever come to work despite not feeling well enough to perform your duties? (Yes/No/Don’t Know)
How would you rate how well rested you feel before work? Answer Type: 1 – 10 (Not at all – Very)
I regularly reach my exercise goal for the week. Answer Type: 1 – 10 (Never – Always)
How many hours of sleep, on average, do you get a night?
Social Wellbeing Survey Questions
How would you rate your relationships with your peers at work? Answer Type: 1 – 10 (Very bad – Very good)
How would you rate the wellbeing support from your manager? Answer Type: 1 – 10 (Very bad – Very good)
I have a healthy work-life balance. Answer Type: 1 – 10 (Strongly Disagree – Strongly Agree)
I feel my organisation respects setting boundaries between work and home? Answer Type: 1 – 10 (Strongly disagree – Strongly agree)
How satisfied are you with the relationships you have with your colleagues? Answer Type: 1 – 10 (Not at all – Completely)
Choosing the right software for your employee wellbeing survey
If you’d like a platform that takes all the leg work out of surveying your employees, we’re here to help.
Stribe’s flexible pulse surveys make it simple for you to engage your employees, especially for those who are the hardest to reach. This makes it easy to gather both instant and frequent insights to help you better understand your team. Our people science team are always on hand too. They will help you create, plan and launch successful surveys – as well as maximising the rest of the tools within Stribe.
How Wigan and Leigh College improve engagement with pulse surveys in their dispersed workforce
In 2020 we entered the Top 100 Best Not For Profit Organisations To Work For at number 71, and were recognised as a ‘One Star – Very Good’ organisation for employee engagement.
We took part in this process again in 2021 – after introducing Stribe – and levels of engagement increased significantly, we are now acknowledged as a ‘Three Star – World Class’ organisation for levels of engagement and are currently 52nd in the Best Large Companies to Work For table.
This is a huge leap in the achievement level, particularly during the period of the pandemic when many staff are facing challenges both personally and professionally.
We believe that the use of Stribe has been fundamental to this progression and has had a direct impact on this result.