When planning workplace wellbeing survey questions, ensure the open-ended questions are clear and non-threatening. A leading question may encourage an employee to answer the survey biasedly. This defeats the purpose of a wellbeing survey. Furthermore, an open-ended question may make it challenging to collect information because it may seem vague. To avoid this, you can include a few open-ended questions in the wellbeing survey.
Another major benefit of open-ended questions is that they allow respondents to explore a subject in their own words. This helps researchers analyze sentiments and nuances that might be hard to pin down with closed-ended questions. Open-ended questions can be used in many different contexts, from surveys for customers or employees to research and development. Open-ended questions can be used to test product ideas, validate a new concept, or understand the needs of a target market.
Simple sentences
A simple sentence in a well-being survey question can capture people’s true perceptions about their overall health. Of course, many people have different notions about what constitutes good health – some might consider good health as the absence of any illness or conditions. In contrast, others may consider good physical health as the existence of a healthy lifestyle. In any event, more questions will give you more valuable data. For example, you can ask whether you have any physical ailments.
The key to employee health and wellbeing is to get specific insights that can be used to tackle these issues. Instead of asking, “How long do you exercise,” try asking, “What kind of exercise do you do?” This will tell you more about whether employees are fitness-conscious. You can also ask, “How much time do you spend working out each week?”
Listening to employees’ concerns
When conducting well-being surveys, employees must listen to what employees say. Because these surveys typically deal with personal aspects of work and life, the survey should be tailored to reflect the diversity of your workforce. To ensure that employees feel comfortable sharing their experiences, ensure that respondents are anonymous and select their answers using a six-point Likert scale. An anonymous response option is beneficial for keeping the survey open and honest and helps protect the integrity of your wellbeing data.
As an employer, listening to and addressing employees’ concerns is essential for fostering good working relationships. The survey should be designed to capture a range of different concerns and feedback from employees and identify the causes of these issues. A few examples of wellbeing questions are listed below. For more information, please visit BambooHR’s Employee Wellbeing page. It’s free to use. You can build a better employer brand and engage your workforce by providing this tool.
Timeliness
The timeliness of well-being survey questions is important in producing good data. The questions chosen for subjective well-being assessments should be sensitive to variations across time and between population groups. These questions are intended for policy purposes. Here are some guidelines for developing and implementing well-being surveys. In addition, consider the purpose and audience of wellbeing surveys. Listed below are tips for producing good data. Listed below are some suggestions for improving the timeliness of wellbeing survey questions.
