Employee Wellbeing Checkup 20 Question Pulse Survey in Google Forms to Get Ahead of Burnout
An employee wellbeing checkup survey can be a useful tool in understanding employee burnout, as well as general employee role satisfaction. Surveys can provide valuable insights into the experiences and perceptions of employees.
From navigating new ways to work among the pandemic to a pivoting quickly to a new work world yet again with new expectations - and managing the barrage of headlines about social and global issues that only seem to grow direr each day, the consequences equate to stress and a mental health crisis.
As an employer or teammate, you can’t prevent life stressors for your employees and colleagues by tracking employee wellbeing and taking action. You play an important role in supporting your team’s mental wellness to prevent burnout at work. An employee wellbeing checkup survey can be one way to measure and track employee wellbeing and employee wellness.
Some benefits of employee wellbeing surveys include:
Identifying areas of concern: Employee wellbeing surveys can help employers identify areas where employees may be experiencing stress, dissatisfaction, or burnout.
Measuring employee engagement: Surveys can be a useful measurement too in regards to employee engagement, which is a key indicator of overall employee wellbeing.
Identifying opportunities for improvement: An employee wellbeing survey can help employers understand what they're doing well and where they can make improvements to better support employee wellbeing.
Encouraging employee feedback: A wellbeing checkup survey provides employees with an opportunity to share their thoughts and opinions, which can help employers understand their perspectives. Sometimes, being heard goes a long way.
Benchmarking: A wellbeing checkup survey can be used to benchmark the company's performance against industry standards and best practices, if data is available for competitors.
It’s important to keep in mind that employee surveys are not a magic solution. One of the biggest complaints employees have is that they feel that data is often collected, and nothing is done with the data. This usually comes from two major failings. First, a lack of action. Second, a lack of communication on the actions.
Employee wellbeing surveys (and all employee surveys) should be conducted in a way that’s anonymous, honest, and fair, and that provides actionable insights. Surveys should be used as one of many tools to gauge employee wellbeing, and should be combined with other methods such as regular check-ins and open-door policies.
Employee Wellbeing Checkups, and the Correlation to Employee Burnout:
A 2020 study by the World Health Organization found that employee burnout is a significant problem among workers, with around one in five reporting symptoms of employee burnout.
A 2019 survey by Gallup found that 23% of employees reported feeling burned out at work very often or always, while an additional 44% reported feeling burned out sometimes.
A 2018 survey by the American Psychological Association found that work was the top source of stress for adults in the United States, with 60% reporting that work was a significant source of stress.
A 2020 survey by the American Psychiatric Association found that COVID-19 pandemic has increased the rates of employee burnout, depression and anxiety among working individuals.
Lyra Health’s 2022 State of Workforce Mental Health Report showcased that 32 percent of surveyed employees reported burnout in 2021, compared to 29 percent in 2020.
It’s obvious that employee burnout is a concern that employers shouldn’t neglect. However, you don’t need to spend a lot of money on tools and services to manage an employee wellbeing checkup.
After collecting data from employee responses to an employee survey, employers should take the following steps:
Analyze the results: Carefully review and analyze the employee wellbeing survey results to identify any patterns or trends that may indicate areas of concern or opportunities for improvement.
Communicate the results: Share the employee wellbeing checkup survey results with the broader workforce and explain how the results will be used to improve the workplace. Leaders tend to want to hide the negative results. Don’t do this. Your employees are feeling it already and they’re aware and they want to know that you’re aware of what they’re feeling.
Develop an action plan: Based on the employee wellbeing survey results, develop an action plan to address any issues that were identified. This plan should include specific goals, deadlines and milestones, and metrics for measuring progress.
Implement the plan: Take the necessary steps to implement the action plan, and ensure that the plan is being executed effectively and taken seriously.
Monitor and evaluate progress: Regularly track the progress of the action plan and make any necessary adjustments.
Communicate the progress: Communicate the progress of the action plan to employees, and provide them with an update on the steps taken to address the issues identified in the employee wellbeing survey. Revisiting it will let your employees know that you took the survey seriously.
Rinse and repeat: After a period of time, conduct a follow-up employee wellbeing survey to measure the effectiveness of the action plan. Ask the same questions (unless there needs to be minor adjustments). This will provide an opportunity to measure progress, provide a comparison, and identify any additional areas for improvement.
It's important for employers to remember that employee surveys are not a one-time event, but rather an ongoing process of continuous improvement. Employers should also keep in mind that listening to the employees and acting on the results is key to building trust and credibility. Surveys should be seen as an opportunity for the employer to show that they care about the wellbeing of their employees.
Why is it important to track and monitor employee wellbeing?
Tracking employee wellbeing is important for several reasons:
Improving employee productivity and performance: When employees are well, they are more likely to be productive, engaged, and motivated at work.
Reducing absenteeism and turnover: Well employees tend to take less time off and have longer tenures at their employers.
Enhancing employee satisfaction: When employees feel valued and supported, they tend to be more satisfied with their jobs, which can lead to a more positive work environment and improved employee morale.
Improving employee physical and mental health: Tracking employee wellbeing can help employers identify and address issues related to employee health and wellness, which can lead to a reduction in healthcare costs and improve overall health outcomes.
Meeting legal and regulatory requirements: In some jurisdictions, employers have a legal and ethical responsibility to provide a safe and healthy work environment, and tracking employee wellbeing is an important step in fulfilling this responsibility.
Improving company culture and reputation: Companies that prioritize employee wellbeing are more likely to be viewed positively by customers, investors, and the public.
Helps in identifying the root causes and addressing them: By tracking employee wellbeing, employers can identify the root causes of issues such as stress, burnout, and disengagement, and take steps to address them.
It’s the right thing to do: Companies are full of humans. Groups of humans are communities, and communities take care of each other.
In summary, tracking employee wellbeing is important because it helps employers to identify and address issues that can negatively impact employee productivity, satisfaction, and health, and it can also have a positive impact on the company's culture, reputation, and the health of the company itself.
Tools you may consider for performance management or employee surveys:
Lattice focuses on goal setting and tracking, providing a platform for managers to set and track progress against goals, manage employee surveys, and provide employees with regular feedback and coaching. Lattice is a SaaS platform with a pricing model per employee per month and an annual contract that can be costly for small companies.
Culture Amp has a strong emphasis on employee engagement and feedback, providing a platform for conducting employee engagement surveys, collecting feedback, and tracking progress over time. Culture Amp is a SaaS platform with a pricing model per employee per month and an annual contract that can be costly for small companies.
15Five focuses on goal setting, employee surveys, feedback, and continuous performance reviews rather than traditional annual reviews. 15Five is a SaaS platform with a pricing model per employee per month and an annual contract that can be costly for small companies.
Reflektive provides a platform for employees to give and receive feedback, both formally (like in a performance review) and informally (like through real-time pulse surveys), which can help managers identify areas for improvement and track progress. Reflektive is a SaaS platform with a pricing model per employee per month and an annual contract that can be costly for small companies.
SurveyMonkey is a survey collection tool that many professionals have used for its free and premium survey collection features. For SurveyMonkey, you’ll need a premium paid membership to ask employees more than 10 questions, or to send to larger pools of employees.
Asana is a project management tool, and Asana and tools like it can be used for survey collections as well, although the set-up and management does take an Asana Pro or Intermediate lever user to set up a survey. Asana does have a free membership, but to send a survey out to a wide employee base, you’ll likely need a premium paid membership.
How about an Employee Wellbeing Checkup Survey with 20 Questions for $27?
Yup! If you’re looking for a cost effective solution on both your time and pocket, you can purchase this Employee Wellbeing Checkup Survey for only $27.
It’s created by a SPHR certified prior Head of HR that has used performance management tools like Lattice, Culture Amp, Reflektive and 15Five. These are among some of the top used performance management tools out there.
The 20 questions in this Employee Wellbeing Checkup Survey are intended to review your employee pool’s overall performance and wellbeing without overwhelming them with too many questions.
These pulse survey questions are simple, yet effective, and on the 5 point scale measuring the selections as follows:
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Here’s an example of the first 3 questions asked. If you aren’t satisfied with the survey, you can ask for a full refund within 7 days of purchase!
The 20 Question Wellbeing Checkup Survey will measure on the following components:
Productivity
Stress
Resilience
Work/Life Balance
Purpose
Energy Level
Support
Workload Balance
Value
Belonging
Culture
Happiness
Why did I create this Employee Wellbeing Checkup Survey?
I’ve both consulted for and worked at San Francisco Bay Area startups. I know that measuring employee wellbeing is essential for organizations of all sizes, yet, the budget and bandwidth for implementing SaaS tools is limited and unnecessary in a lot of cases.
I developed this survey myself to help those in similar HR roles to me, like those in HR roles at startups and small businesses. Time savings is also very important, and I’ve done all the work for you.
It’s ready to go for you. Once you purchase the employee wellbeing survey for $27, you’ll be directed to a URL where you’ll be asked if you want to make a copy of the Google Form, you’ll simply select “Yes” and now you own the document fully. You can make as many copies, can edit however you want etc. You can delete questions, add questions, change colors and fonts. Whatever! You own it.
