21 diversity, equity, and inclusion survey questions
Upholding diversity and supporting your employees are two vital pillars of a healthy workplace. But supporting…
Do your employees feel comfortable at work? Are they enjoying a positive company culture and an optimal work-life balance? Or do they feel emotionally drained, burned out, or anxious?
An employee wellness survey can provide valuable insight into how you can improve engagement, boost productivity, and most importantly, connect with your team on a genuine person-to-person level.
Let’s take a closer look at the importance of employee wellness surveys and how you can start implementing them to better support your team.
Conduct genuine employee wellness surveys
A happier employee performs better — that’s a fact. A recent study shows that happiness boosts productivity by about 12%. Corporate giants like PwC invest billions in employee well-being not just because it’s good PR, but because they know it pays off.
Poor physical health, mental health issues like anxiety and depression, burnout, and toxic workplace culture can cause serious harm to the overall health of an organization. An employee struggling with negative thoughts or high levels of stress is more likely to become disengaged, make mistakes, miss work days, or even quit their job.
With this in mind, managers and team leaders need to keep a finger on the pulse of their team’s well-being, mental health, and internal relationships. The problem? Employee wellness can be hard to measure, especially if you work in a large organization and can’t communicate with each team member directly.
Anonymous employee wellness surveys can encourage your team to open up about their health, wellness, and workplace dynamics in a safe, judgment-free space.
An employee health and wellness survey can provide data on factors that influence employee well-being, like workloads, business management, stress, or relationships within the team. Such a wellness survey aims to assess team well-being, discover what drags employees down (too much work? not enough communication? external stress?), and give leaders valuable ideas to improve employee wellness.
Statistics like workplace turnover and absence rates are helpful, but wellness survey results provide more precise data directly from employees. A high turnover rate lets you know you have a problem; an employee engagement survey can help discover what the issue is and what can help solve it.
Employee wellness surveys need to be simple, clear, and detailed to provide useful feedback. Surveys should focus on specific data that can help you get to the root of problems like high turnover or conflicts within your company.
Here are some tips to achieve better wellness survey results and higher survey participation rates:
Above all, show employees that their survey feedback matters. After the survey, you could send a message like, “Thank you for taking the time to answer employee wellness survey questions last week. We’ve noticed that many of you have concerns about fluctuating workloads. We’ll see what we can do to improve consistency.”
With the proper question structure, an employee wellness survey can give you answers to important questions like:
The insights you gather from answers to survey questions can help you devise solutions for improved employee wellness, like a broader benefits package, exercise and wellness programs, or ergonomic office furniture.
The specific questions you choose for your employee wellness survey may depend on your industry and your company’s structure. Here is a basic list of wellness survey questions to get you started:
1. Do you have any known medical conditions?
2. If yes, do you have access to adequate treatment and care for your conditions?
3. On a scale of 1 to 10, how much importance do you place on employee wellness?
4. How often do you exercise? (0-7 days a week)
5. What fitness activities do you prefer?
6. Are you able to eat a nutritionally balanced lunch during office hours?
7. Do you have access to healthy snacks at work?
8. Do you postpone or go without medical procedures because of insufficient insurance coverage?
9. How many hours of sleep, on average, do you get a night?
10. What wellness-promoting initiatives would you like to see in the workplace?
11. Do you agree with the following statement: “I have a reasonable workload”? (Strongly agree, partially agree, disagree, strongly disagree, not sure)
12. Do you feel you can communicate openly with your manager about workloads and performance expectations? (Always, sometimes, rarely, never)
13. On a scale of 1 to 10, please rate your degree of work-related burnout.
14. On a scale of 1 to 10, how strongly do you agree with the following: “My co-workers are friendly and supportive.”
15. In the past 6 months, have you considered quitting your job?
16. Is there a person within the organization you feel you can speak to about stress and other factors that influence your work performance?
17. Do you have access to resources that address stress, depression, anxiety, and other mental health issues?
18. On a scale of 1 to 10, how happy are you at work?
19. Would you recommend our company as a positive place to work?
20. In your opinion, what program or initiative might reduce your work-related stress?
21. On a scale of 1 to 10, how much do you agree with the following: “I enjoy an optimal work-life balance at my current job”?
22. Is your lunch break long enough?
23. How often do you handle work-related tasks outside of work hours? (Daily, often, sometimes, never)
24. On a scale of 1 to 10, how difficult is it for you to balance your workload with childcare and other personal responsibilities?
25. Do you agree with the following: “My supervisors do their best to accommodate me when I need to take time off for personal reasons”? (Strongly agree, partially agree, disagree, strongly disagree, not sure)
26. Does your workload leave you enough time to pursue hobbies, personal activities, or career development?
27. On a scale of 1 to 10, how well would you say our organization supports employees in achieving a better balance between work and other responsibilities?
28. On a scale of 1 to 10, how high do you rate the importance of flexible hours and time off?
29. Do you agree with the following statement: “The pressure related to my personal workload is harming my productivity at work”? (Strongly agree, partially agree, disagree, strongly disagree, not sure)
30. In your opinion, what workplace initiative, wellness program, or policy can help you improve work-life balance?
Once you have your employee survey results and a better sense of the employee health and wellness dynamics in your organization, it’s time to put your money where your mouth is and take actionable next steps. Relevant wellness initiatives could address the pain points you uncovered through the wellness survey.
Some might claim that employee wellness programs “don’t work.” These opinions, however, usually refer to initiatives that focus purely on the physical side of wellness, like workplace gyms or exercise programs. A holistic wellness program targets all aspects of employee wellbeing: physical, mental, social, professional, and financial.
Here are some examples of wellness initiatives your company might consider:
Today, most organization leaders understand that 80-hour workweeks are unsustainable and unhealthy. The WHO confirms that working 55 hours a week or more leads to more deaths than stroke and heart disease in the workforce, while research shows that shorter work hours increase productivity.
The COVID-19 pandemic brought the importance of work-life balance to the forefront. Many employees discovered that they like the flexibility of working remotely, while others voiced concerns about overwork and blurred boundaries between work and home hours. An organization that prioritizes work-life balance will have happier, more productive, and more loyal employees.
Here is how companies can help their employees find a better balance between work and family or personal life:
If you’re looking to gather comprehensive insight into how your employees are doing, check in on their well-being with one of Officevibe’s many wellness templates.
Learn how you can support your team members’ mental health with the psychological safety survey template. You’ll be able to measure your employees’ levels of psychological safety and understand what areas you need to improve.
If you’re sensing an employee is on the brink of burning out, use this template on work stress to gauge your team’s stress level and get to the bottom of what is triggering their anxieties.
Employee engagement surveys can help you understand how your team members feel and what you can do to improve employee well-being. With Officevibe’s user-friendly platform and clear reports, you can easily track your team’s vibe through an employee well-being survey.
Keep your team engaged and improve your workplace culture with Officevibe’s employee experience platform.
Want to learn how our surveys work? Request a demo and start putting the employee experience at the top of your priority list!
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