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  • Les Mills
  • Putting health and wellbeing at the heart of employee engagement

    It’s safe to say that during this past year, wellbeing has taken an even bigger spotlight in just about every surveying calendar as organisations everywhere are putting health and wellbeing at the heart of their engagement strategies.

    New health risks, job uncertainty, continuous change and social isolation have made understanding and responding to how people are feeling a top priority. And workforce demographics have broadened to include furloughed, front-line and remote employees—all with personal circumstances to consider, such as childcare and living arrangements.

    And by gathering employee feedback, organisations can take action towards better supporting their wellbeing as they dive deep into common challenges, discover opportunities for “quick-wins”, identify gaps in manager training, and flag any feedback that needs immediate action.

    But what should you ask? Well, Hive HR’s People Scientists have compiled a list of 10 employee survey questions for you to use—along with guidance on how best to use them, plus writing hints and tips. These will help you measure the impact that huge change has had on wellbeing at your organisation, and can fit in with your current survey strategy—like choosing to include two questions in a survey you already have planned—or can be used as a themed pulse survey on wellbeing!

    So what are you waiting for?

    Grab your question set: 10 Employee Survey Questions on Wellbeing

    Conversations around wellbeing and mental health don’t always come easy. Luckily, Hive HR provides a safe space for people to voice their concerns, ask burning questions and share great ideas that could really help out their co-workers through their confidential feedback and listening tools.

    They also have many more questions in their question bank (over 100)—some written especially for new employee subsets and covering the topics that are relevant right now, such as ‘returning to the workplace’, ‘diversity and inclusion’ and ‘the future of work’.

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