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Workplace well-being is widely discussed and has become a key topic for organisations. Yet an effective workplace well-being policy cannot be reduced to a collection of isolated initiatives: it must be embedded across every dimension of the organisation. Company culture, management and working conditions are all connected.
But how can you tell whether this approach genuinely meets employees’ expectations? This is where a workplace well-being survey comes in: a key tool for measuring, adjusting and continuously improving workplace well-being. Here is how to design and use one effectively.
Before looking in more detail at how to create, distribute and analyse a workplace well-being survey, it is useful to clarify what workplace well-being covers. Here, the term refers to the collective conditions that support employees’ health, relationships, engagement and ability to do meaningful work.
First, how should workplace well-being be defined?
There are several ways to approach it, but it can be summarised as a collective process designed to improve the working environment, employees’ physical and mental health, and interpersonal relationships within an organisation, while also taking performance into account. In other words, it involves actions to improve workplace well-being by addressing a range of issues, from risk prevention and organisational factors to social dialogue, work-life balance, career development opportunities, team management and more.
Let us now look at how this action plan is implemented: how is a workplace well-being approach conducted?
The first step is to establish a workplace well-being assessment using appropriate tools to collect objective data and employees’ experiences of their working conditions, social climate, satisfaction levels, access to training, work organisation and more. Once workplace well-being has been measured, the main issues can be identified and practical actions put in place. This type of approach is not static: every action should be monitored and linked to objectives so that results can be analysed and the action plan adjusted where necessary.
Introducing a workplace well-being survey is an essential step in an organisation’s workplace well-being assessment, which is itself crucial to continuing the process described above.
A workplace well-being survey collects valuable quantitative and qualitative data by giving every employee a voice. This active participation is crucial because it captures a range of experiences and perceptions, providing a fuller and more nuanced view of day-to-day reality.
Involving employees through a survey also fosters a sense of recognition and inclusion. Employees feel heard and considered, which can strengthen their engagement and motivation. Introducing such a survey also demonstrates that leadership wants to take teams’ needs and expectations into account, creating a climate of trust and transparency within the organisation.
A workplace well-being survey is also a tool for measuring key workplace well-being indicators, such as stress, work-life balance, workplace atmosphere and recognition. This information is essential for developing targeted and effective action plans. For example, if the results reveal high levels of stress, specific measures can be introduced, such as stress management training, workload adjustments or initiatives to improve the physical working environment.
Running a workplace well-being survey at regular intervals, for example every six months or once a year, makes it possible to track changes in perceptions and working conditions over time. It provides a basis for comparison to assess the impact of measures taken and adjust strategies. A workplace well-being survey is therefore not simply a diagnostic tool to be introduced at the start of a workplace well-being programme. It is a dynamic management and continuous improvement tool.
The importance of a workplace well-being survey for HR should now be clear, particularly when addressing workplace mental health. But how should this type of survey be written and distributed so that its results can be used effectively?
First, consider which format the survey will use. A paper version is possible, but it has several drawbacks, including the risk of a lower response rate and the need to distribute and collect surveys manually. A digital survey offers many more advantages, with several options available: a form created using a free tool such as Google Forms, a survey tool already included in your HR suite, or specialist workplace well-being software. Ideally, choose a solution that offers a high degree of customisation, easy sharing and advanced results analysis features.
⟶ teale tip: choose a survey in which responses are anonymous. This will help you obtain more honest and relevant answers and build a genuinely effective strategy.
The next step is to develop the questions. It is recommended that you divide the survey into several themes. Topics can vary widely, but generally include overall satisfaction, relationships with managers and colleagues, working conditions, social climate, company culture, employees’ expectations and more.
Not sure where to start? Consider downloading a customisable survey template for inspiration and examples of questions.
To maximise the response rate, we recommend following a few simple rules:
For HR, using a workplace well-being survey is a crucial step in turning collected data into practical action. Here are the key steps HR teams should follow to make the most of a workplace well-being survey:
By working through each step and using workplace well-being surveys effectively, HR can improve working conditions while also strengthening employee engagement and satisfaction. Ultimately, this contributes positively to the organisation’s overall performance, talent retention and employer brand.
Looking for more ideas to improve your teams’ well-being and mental health? Discover more than just a workplace well-being app. Discover teale: a platform for employees and HR teams that provides daily support and helps organisations implement an effective workplace well-being and working conditions policy, with the support of our experts.
See how our solution helps HR leaders boost engagement and reduce absenteeism.
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