Template Questions
All 10 Wellbeing Questions
Ten questions that together paint a picture of how your people are genuinely doing — not how they think you want them to say they're doing. The survey is intentionally not clinical. It measures the work-related factors that affect wellbeing, not personal mental health status. Anonymity is essential — employees will not honestly report stress or burnout risk if they believe responses are linked to their identity.
⚠️ Important: This is a workplace wellbeing survey, not a clinical mental health tool. If an employee is struggling with their mental health, please ensure your EAP details are included in all communications about this survey, and that employees know how to access professional support.
01How manageable does your workload feel right now?Scale 1–5
02How would you rate your energy levels during a typical working day?Scale 1–5
03How well are you able to switch off from work outside of working hours?Scale 1–5
04How connected do you feel to your colleagues and team?Scale 1–5
05How supported do you feel by your manager in maintaining your wellbeing?Scale 1–5
06How satisfied are you with the wellbeing support and resources available at work?Scale 1–5
07How recognised and valued do you feel for the work you do?Scale 1–5
08How comfortable do you feel talking to your manager about how you're doing?Scale 1–5
09Overall, how would you rate your wellbeing at work right now?Scale 1–5
10What one thing could the organisation do to better support your wellbeing?Open Text
What This Measures
Four Pillars of Workplace Wellbeing
Workplace wellbeing is not a single metric — it's the intersection of four distinct dimensions. A team can score well on workload but poorly on connection, creating social isolation without obvious stress. A team can score well on everything but have a manager who scores low on wellbeing support, creating a hidden vulnerability. This survey captures each pillar independently so you can act on the right lever.
Energy & Stress
Workload manageability and daily energy levels — the earliest indicators of burnout risk. Questions 1 and 2.
Boundaries & Balance
Ability to switch off and maintain separation between work and rest. Critical for remote teams. Question 3.
Connection & Belonging
Social connection with colleagues. Consistently the most impacted dimension in remote and hybrid teams. Question 4.
Manager & Organisational Support
Whether managers actively support wellbeing and whether resources are accessible. Questions 5, 6, and 8.
Early Warning Signs
What Low Scores Mean in Practice
Energy below 2.5
Chronic fatigue signal. Burnout risk elevated. Workload review and rest intervention needed.
Switch-off below 2.5
Boundary erosion. Often precedes extended sick leave. Urgent management conversation needed.
Connection below 2.5
Isolation risk — particularly in remote teams. Structured social time or in-person days needed.
The compounding pattern — when both energy and switch-off scores fall below 3 simultaneously — is the clearest burnout precursor this survey captures. Catch it here, in aggregate, three to six months before it becomes extended sick leave or resignation.
How It Works
Three Steps to Genuine Wellbeing Insight
1
Use This Template
All 10 questions pre-loaded. Include your EAP details in the survey introduction before sharing.
2
Review by team
Department-level results reveal which teams need support. Never review individual responses.
3
Act, then resurvey
Commit to specific wellbeing actions. Resurvey at 90 days to measure whether scores improve.
Sample Results
Your Wellbeing Dashboard
After 67 employees at a fast-growing scale-up responded, the switch-off score was the priority — addressed with a meeting-free Friday afternoon policy that improved the score by 0.8 points in 90 days:
Employee Wellbeing Survey · 67 responsesQ2 2026
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Overall wellbeing
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Workload manageable
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Can switch off
Energy levels3.3 / 5
Switch-off ability2.6 / 5
Team connection3.8 / 5
Manager support3.6 / 5
Feel valued & recognised3.4 / 5
FAQ
Frequently Asked Questions
Is this employee wellbeing survey template free?
Yes. Free forever with no signup from you or your employees. Up to 100 responses free. Pro ($19/month) allows 10,000 responses and quarterly trend analytics.
How is this different from a mental health screening tool?
This survey measures workplace factors that affect wellbeing — stress, energy, connection, and balance. It is not a clinical mental health assessment, does not diagnose conditions, and should never substitute for professional mental health support. Always include your EAP details when sharing this survey.
Should this survey be anonymous?
Yes — absolutely essential. Employees will not honestly report burnout risk or poor manager support if they believe responses are identifiable. Results should only ever be reviewed at aggregate team level. VoteGenerator stores no names or employee IDs by default.
How often should I run a wellbeing survey?
Quarterly for a comprehensive baseline. Monthly 4-5 question pulses on energy and switch-off for high-pressure teams. Quarterly comprehensive plus monthly pulses gives the earliest warning of burnout before it becomes absence.
What should I do if wellbeing scores are low?
Share findings with managers as data, not criticism. Low energy/workload scores = resourcing or prioritisation problem. Low switch-off = boundary erosion needing management intervention. Low connection = isolation needing structured social time. Commit to specific actions and resurvey at 90 days. Never survey without committing to act.
Can I use this for remote and hybrid teams?
Yes. For remote teams, Q3 (switch-off) and Q4 (connection) are the highest-priority dimensions to monitor. Remote employees consistently score connection lower. If connection falls below 3, structured social interaction or in-person time should be prioritised before other interventions.
What resources should I provide alongside this survey?
Always include your Employee Assistance Programme (EAP) details when sharing this survey. In the UK: Mind (mind.org.uk), Samaritans (116 123), NHS mental health services. If an employee is in crisis, encourage them to contact their GP, call 111, or visit A&E.
Can this survey help with absence management?
Yes. Wellbeing survey scores are predictive of future absence. Teams with low energy and switch-off scores show 40–60% higher absence rates the following quarter. Using wellbeing data to prioritise proactive intervention is significantly more cost-effective than reactive absence management.
What questions should an employee wellbeing survey include?
Effective workplace wellbeing surveys cover: stress and workload manageability, energy and vitality at work, work-life balance, sense of connection and belonging with colleagues, manager support for personal wellbeing, access to wellbeing resources, recognition and appreciation, psychological safety, overall wellbeing rating, and an open feedback question. This template covers all ten dimensions.
How is an employee wellbeing survey different from a mental health screening tool?
An employee wellbeing survey measures workplace-related factors that affect how employees feel at work — stress, energy, connection, balance, and support. It is not a clinical mental health assessment, does not diagnose conditions, and should never be used as a substitute for professional mental health support. If an employee is struggling with their mental health, they should be encouraged to access professional support via your EAP or NHS.
Should an employee wellbeing survey be anonymous?
Yes — anonymity is essential. Employees will not honestly report stress, burnout risk, or poor management support if they believe responses are identifiable. VoteGenerator stores no names or employee IDs by default. Results should only ever be reviewed at aggregate team level — never individual responses.
How often should I run an employee wellbeing survey?
Run quarterly as a baseline. Run a shorter 4-5 question pulse monthly for teams in high-pressure periods, after significant organisational changes, or during peak seasons. The quarterly comprehensive survey plus monthly pulses on stress and energy specifically gives early warning of burnout risk before it becomes attrition or absence.
What is the difference between employee wellbeing and employee engagement?
Employee engagement measures emotional investment, discretionary effort, and connection to company mission. Employee wellbeing measures how employees actually feel — their physical and mental energy, stress levels, and sense of balance. High engagement without wellbeing is a burnout risk. High wellbeing without engagement is underperformance. Both matter, and this template specifically focuses on wellbeing dimensions.
What should I do if wellbeing survey scores are low?
First, share the findings with managers — not as criticism but as data. Low stress manageability scores point to workload or resourcing problems. Low connection scores point to team structure or remote working isolation. Low manager support scores require management training or coaching. Commit to specific actions and re-survey at 90 days. Never survey without a commitment to act on what you find.
Can I use this survey for remote and hybrid teams?
Yes. For remote teams, pay particular attention to Question 4 (connection with colleagues) and Question 2 (energy levels) — remote employees consistently score these lower due to isolation and video call fatigue. If connection scores below 3 for remote employees, structured social interaction or in-person time should be prioritised before other interventions.
What resources should I point employees to after a wellbeing survey?
Always include your Employee Assistance Programme (EAP) details when sharing wellbeing survey communications. In the UK, relevant resources include Mind (mind.org.uk), the Samaritans (116 123), and the NHS mental health services finder. If an employee is in crisis, they should contact their GP, call 111, or go to their nearest A&E.
How do I use wellbeing survey data to prevent burnout?
Monitor the stress manageability and energy questions quarterly. A downward trend in energy combined with low work-life balance scores is an early burnout signal — typically 3-6 months before absence or attrition. Intervene with workload reviews and management conversations at the team level before it becomes an individual crisis. Prevention is significantly less costly than treatment.
Know how your people really feel
10 questions. Fully anonymous. Burnout early warning before it shows in absence data.
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