These are personal wellbeing questions you can ask: When I am stressed I feel I have the support available to help; I tend to bounce back quickly after challenging times There is a high likelihood that, regardless of the actions the organization has taken, your employees have elevated levels of stress and concern. With this in mind, our People Science team has designed an Employee Wellbeing template for use during COVID-19. The Workplace Wellbeing Question Bank includes a list of questions that can be used by employers to measure and monitor the wellbeing of employees. We also know that, because specific groups may be having differing levels of wellbeing, action might be best taken at the manager or team level. Teamwork and collaboration are vital in most workplaces. If you’re using a different survey format, feel free to mould the question to your desired format. 20. Learn more: 7 Demographic Survey Questions for Questionnaire Find out how your employees are set up while working from home, you need to know what’s going on in their workspace if you want to be able to supply them with what they need. How are you finding your current work environment? Sometimes it’s best to just ask directly: “What is something that we can do as a company to support our employees at homes?”. This year the work happiness survey is potentially going to be more important than any in the last few years. 16. Related: A Brief Guide On Employee Pulse Surveys. During the planning phase of a new or revised workplace wellness program, it’s important to anticipate some tough questions. Often, we are seeing this impact specific groups within an organization. It was developed using research from our original Wellbeing survey which drew upon well-known wellbeing models and concepts such as PERMA, subjective wellbeing, purpose, and the more recent work looking at resilience and mental health, as well what we’ve seen to be critical at this time through working with our customers and community. This will give you an overall sense of how your employees are feeling. Do we all remember the case of, Naturally, to get the most out of your employee work happiness surveys, make sure they’re easy to complete, publish them on a regular basis and only ever ask the right questions. Employee Satisfaction Survey Questions on How Individual Goals Align With Business Goals 1. This is a crowd-sourced collection of ideas and information to help you navigate challenging times as an organization. , you have no hope in influencing employee engagement if you do not act on the results. If you are looking for some wellbeing questions for your survey, start with simple and straight-forward open or scale questions such as: My company demonstrates a commitment to the wellbeing of employees; I believe employee wellbeing is a priority at my company; Our culture encourages a balance between work and family life Note: When we say “actionable”, we are referring to questions that one can take action on directly (e.g., if people are unable to access the systems they need working remotely, we can swiftly move toward providing access). Please specify your ethnicity. Could it be they simply don’t know enough about it? This does not mean that employees are currently burnt out, but without proper action and adjustments, it is possible in the future. Even if your employees are happy with their current job, they will be pushing to advance at some point. What gets measured, gets managed. We don’t advocate for this as a process because this type of data is not inherently actionable by the organization, these types of measures often require intensive testing and validation for true insights, and asking employees to disclose information on mental wellbeing or emotional states requires a culture of extremely high trust. With this in mind. You need to find out whether your staff trust your candour. Do we all remember the case of Professor Robert Kelly? The People Science team has identified this measure to assist in identifying areas where employees may be struggling to maintain their wellbeing in a work context. To help you overcome this challenge, we’ve compiled a list of the most commonly asked questions when it comes to thinking through the design of the operating plan of workplace wellness programs. That’s why it’s so important to keep a pulse on employee happiness. Creating opportunities for staff to feel safe talking about their mental health and how they are feeling at this time is particularly important. Because leadership and culture are intertwined, make sure you find out what your employees think about your culture and whether they believe in your company and vision. And if you have a team of Millennials, this will be sooner rather than later. By conducting a survey that measures aspects of personal wellbeing, as an organization you are sending a signal to your employees that you value their insight and plan to take action to help improve their experiences during this time. ,’ in the platform that includes a section on Resilience. Top 3 Key Important Employee Engagement Statistics You Need to Know, How to Create a Killer Online Induction Program. I can see how the work I am doing is making a positive difference at my company. I know where to raise concerns I have in relation to my own or a colleague's wellbeing during this time. This free Mental Health Survey Template consists of questions and examples that help evaluate a person’s overall mental health. Here are 17 essential employee well-being questions to ask employees. How can managers support employee wellbeing? Wellbeing Survey. Receiving employee feedback is super important to the effective growth of a company and a strong work culture. Of course, a staff happiness survey is only as good as the questions. We’ve learned so much about the role that social interaction plays in overall mental health in recent times. space, set-up, internet) to effectively work remote on a longer-term basis. I feel safe carrying out my role during the COVID-19 Pandemic, y company has made effective decisions to keep us safe whilst we carry out our roles. for more information about taking action quickly during this time. We don’t advocate for this as a process because this type of data is not inherently actionable by the organization, these types of measures often require intensive testing and validation for true insights, and asking employees to disclose information on mental wellbeing or emotional states requires a culture of extremely high trust. It’s important to continue to regularly check-in on how people are adjusting and feeling during this time. This will help you understand the experience across the organization and where action should be taken at the organizational level versus some other interventions that might be for a specific group or department. Each participant will receive their results instantly, along with a guide to understand what they mean with access to 70 tips for improving staff wellbeing. 30. The role of the manager is also integral to taking action on supporting our employees during this time. Account Admins and Survey Creators can launch the survey under. It will take participants around a minute to complete the survey. If employees are productive and hitting deadlines, remote working could be a long-term possibility if many employees enjoy it. including an outcome factor being Overall Wellbeing. While it might be tempting to use your annual employee engagement survey as an opportunity to combine multiple surveys or topics into one, this can confuse employees about the purpose of the survey and make it more difficult to take action on employee feedback. Check out our Culture First resources page that includes Resilience amongst other topics. So that you can support your workforce in the ways that are the most useful to them at this time, we recommend that you regularly ask your employees how they are doing. Culture First resources page that includes Resilience, amongst other topics. Employee mental health survey questions, nay, employee well being in general, has never been more important. I generally feel positive towards work at my company, Recently, my levels of stress feel manageable, During these challenging times, I feel able to bounce back as quickly as I normally would, I am able to effectively switch off from work to make time for rest, We have found meaningful ways to stay connected as colleagues in the current environment, My manager is checking in regularly enough with how I am doing (not just work-related). The People Science team has been working on sourcing and updating our, with ideas for action to meet the needs and challenges that you are facing today. Manage HR, payroll, performance, learning, recognition and benefits easily with our integrated platform. Be sure to customize it for your needs at your workplace. We’ve put together a list of questions to help you understand how your employees are feeling about returning to work. Naturally, to get the most out of your employee work happiness surveys, make sure they’re easy to complete, publish them on a regular basis and only ever ask the right questions. When analyzing and taking action, make sure to review demographic spread of scores (e.g., caretakers, specific departments with increased workloads). See the OSH Answers on Workplace Health and Well-being Program - Getting Started for more information on programs in general. There are 11 survey questions to help you assess employee engagement, wellbeing and remote working effectiveness. If there are no opportunities for development and growth, don’t expect your employees to stick around for the long haul. Is there anything you would like to share or discuss, or anything I can help you with at the moment? health care, retail, manufacturing), employee safety concerns while at work are of significant importance right now. Do you enjoy working from home? A well-run company will align an individual’s goals with its overarching business goals. With this approach, we recommend including the following questions. If there was ever a moment for managers to make an impact, it’s now. While you may not be able to afford to give your employees a pay rise, you may be able to offer them a more generous. looking after kids. 12. How is your routine? Ben is a self confessed geek and thrives on creating innovative solutions that combine employment and technology to help Australia’s employers. It was developed using research from our original. Giving your employees the chance to tell you directly how you can support them should be what the employee happiness index is about. If there was ever a moment for managers to make an impact, it’s now. Something that doesn’t cost your company directly, but all adds up to big value for your employees. This is crucial. The remaining factors in the survey will be the questions that are potential - drivers of Overall Wellbeing, or in other words, the actionable ways to improve overall wellbeing at your organization, including: There are also comments and a section dedicated to understanding which specific wellbeing initiatives at your company are and would be of most benefit. Are you looking forward to returning to work. Using Employment Hero has benefits for everyone. 17 example questions to ask your people. Managers don’t always know best. Please write your date of birth. To compound these emotions, employees are also experiencing ambiguity and uncertainty for the long- and short-term impacts of COVID-19. 18. So you need to make sure your employees are happy with the dynamic of their team. Companies also have a moral imperative to act when asking questions about personal wellbeing, which is important to keep in mind when deciding to survey on this topic. Similarly, if communications are not regular, you won’t have a foundation of trust with your employees, nor an understanding of them as people to know the warning signs when they are there. We also have. What is one thing our company can do to better support you while working remotely? Using some or all of the, survey questions we’ve provided is sure to help you do that. This ensures your entire team is moving together, in the same direction. Don’t overdo it. Managers and teams can draw on for inspiration on actions they wish to take on the questions that are impacting their wellbeing. This does not mean that employees are currently burnt out, but without proper action and adjustments, it is possible in the future. A great team is a team that inspires one another. One of the best ways to do this is via an employee happiness survey. We know you are busy so we’ve included example Pulse survey questions you can use to gauge how employees are feeling about transitioning back to office-based work, productivity, and the highest priority areas to address. Ben Thompson is CEO and co-founder of Employment Hero. The 42 questions are grouped into 12 factors including an outcome factor being Overall Wellbeing. While you may not be able to afford to give your employees a pay rise, you may be able to offer them a more generous employee benefits package. It’s your opportunity to let your employee’s be frank about how they’re going. Is your employee happy to be associated with their co-workers? We suggest adding in safety questions to your wellbeing or employee feedback survey, such as: I feel safe carrying out my role during the COVID-19 Pandemic M y company has made effective decisions to keep us safe whilst we carry out our roles As I said in my earlier post on employee happiness surveys, you have no hope in influencing employee engagement if you do not act on the results. It’s not only about their set-up working from home might mean extra pressures from the home environment like navigating home duties while you work or other disruptions by family members. Case studies, how-to guides, FAQs and free learning materials. The outcome factor is made up of 5 questions that measure. When we say “actionable”, we are referring to questions that one can take action on directly (e.g., if people are unable to access the systems they need working remotely, we can swiftly move toward providing access). How are you adapting to working remotely? Effective management should mean an employee feels supported by their manager. If you are seeking to measure employee mood or sentiment, here is a guide to consider. Of course, a staff happiness survey is only as good as the questions. How well do … Transparency is an incredibly important factor that contributes to workplace happiness. Think about your internal messaging and staff education. Needs Questions The survey includes 42 items, including multi-select and open-ended items that measure various aspects of the employee experience that are key to understanding resilience and areas where people may be more susceptible to burnout. Employees should feel confident providing feedback to their manager. Consider making the following amendments: For some industries (i.e. Health and Well-being at Work. If there are no opportunities for development and growth, don’t expect your employees to stick around for the long haul. We also have this guide for more information about taking action quickly during this time. Provide a method for employees to give feedback on COVID-19 policies and practices (42%) This survey and other reports make clear that employees are anxious about returning to work, which is likely to cause higher levels of stress, distraction and to impact productivity. One of the best ways to do this is via an employee happiness survey. Like all of our survey templates, you are able to tailor questions to suit your current context. Health and wellbeing at work: a survey of employees, 2014 Ref: ISBN 978 1 910219 76 8 , RR901 PDF , 1.99MB , 171 pages This file may not be suitable for users of assistive technology. The People Science team has been working on sourcing and updating our Action Framework with ideas for action to meet the needs and challenges that you are facing today. Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. Use Template. We suggest adding in safety questions to your wellbeing or employee feedback survey, such as: Excluding the outcome measure, all of our questions are directly actionable; however, some organizations have been seeking advice on surveying employees' moods or feelings. If results from the happiness at work questionnaire show signs of employee dissatisfaction, make sure you prioritise team building efforts so your people can see that you’re following through. Meaning each question will be presented in a way that it can be rated on a scale of 0 to 10 or 0 to 5. Why measure employee wellbeing during this time? Here are 11 questions from our research that you can use to create better dynamics with your remote employees, faster. Guess what? This field is for validation purposes and should be left unchanged. 1. I am confident I can make progress in my career/goal aspirations, I have been able to maintain my physical health since, We have found meaningful ways to stay connected as colleagues, I have what I need (i.e. What is one thing the company can do to better support your wellbeing during this time? as well what we’ve seen to be critical at this time through working with our customers and community. . It’s your opportunity to let your employee’s be frank about how they’re going. You want to make sure your employees believe in the product you are selling. Employee health and wellbeing survey that just takes one minute. This year the work happiness survey is potentially going to be more important than any in the last few years. 2. Below we make suggestions for adjusting questions for remote work. Explore our user guides and learn more about using Employment Hero. This is also an opportunity to share any resources and/or programs your organization may already have in place for employee wellbeing that teams and managers can utilize. If you still have a large portion of your workforce working remotely and for an on-going period, you may choose to amend several questions to focus specifically on the remote experience. Everyone wants to love their job. Additional questions Managers can ask of their team to support them, but also to uncover any issues which require further support or helpful signposting to organizational resources are: We have a ‘Manager Learning Hub,’ in the platform that includes a section on Resilience. Managers are being asked for more than ever before – they are directly looking after people’s wellbeing and resilience under uncertainty, while reacting and then operationalizing any changes (such as downsizing, working remotely) and running a productive team. Moving the entire team to remote work, as is necessary throughout the Corona Crisis, brings challenges not only to the processes of the company, but can also put employees under different kinds of stress. Absence Management. Wellbeing interest survey questions If you have the opportunity to survey employees to find out their wellbeing needs, it’s important to ask the right questions so that the information obtained will help steer your wellbeing programme in the right direction to deliver meaningful outcomes. Conventional wisdom holds that happy employees are engaged employees. our People Science team has designed an Employee Wellbeing template for use during COVID-19. And engaged employees play a significant role in any company’s financial performance. Employee Wellbeing: Asking the Right Questions Reading Time: 2 minutes. When it comes to leadership. 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