Question 1

Is this employee wellbeing survey template free?

Accepted Answer

Yes. Free forever with no signup required from you or your employees. Up to 100 responses per survey on the free plan. Pro ($19/month) allows 10,000 responses and response timeline analytics to track wellbeing trends across quarters and after wellbeing initiatives.

Question 2

What questions should an employee wellbeing survey include?

Accepted Answer

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.

Question 3

How is an employee wellbeing survey different from a mental health screening tool?

Accepted Answer

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.

Question 4

Should an employee wellbeing survey be anonymous?

Accepted Answer

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.

Question 5

How often should I run an employee wellbeing survey?

Accepted Answer

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.

Question 6

What is the difference between employee wellbeing and employee engagement?

Accepted Answer

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.

Question 7

What should I do if wellbeing survey scores are low?

Accepted Answer

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.

Question 8

Can I use this survey for remote and hybrid teams?

Accepted Answer

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.

Question 9

What resources should I point employees to after a wellbeing survey?

Accepted Answer

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.

Question 10

How do I use wellbeing survey data to prevent burnout?

Accepted Answer

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.

Question 11

Can this survey help with absence management?

Accepted Answer

Yes. Wellbeing survey scores are predictive of future absence. Teams with low stress manageability and low manager support scores show 40-60% higher absence rates in the following quarter. Using wellbeing data to prioritise proactive intervention in specific teams or departments is significantly more cost-effective than reactive absence management programmes.

Free Employee
Wellbeing Survey
Template

All 10 Wellbeing Questions

Four Pillars of Workplace Wellbeing

What Low Scores Mean in Practice

Three Steps to Genuine Wellbeing Insight

Your Wellbeing Dashboard

Frequently Asked Questions

Know how your people really feel

Free EmployeeWellbeing SurveyTemplate