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I know where to raise concerns I have in relation to my own or a colleague's wellbeing during this time. It’s important to continue to regularly check-in on how people are adjusting and feeling during this time. This is also an opportunity to share any resources and/or programs your organization may already have in place for employee wellbeing that teams and managers can utilize. In the midst of the Covid-19 pandemic, many employees are looking to HR for guidance, worried about their health and adjusting to new norms like home working. When we say “actionable”, we are referring to questions that one can take action on directly (e.g., if people are unable to access the systems they need working remotely, we can swiftly move toward providing access). As the global health crisis redefines the way organizations operate, effective communication and collaboration between remote teams is more important than ever. With this approach, we recommend including the following questions. For example, an organization that has had to furlough employees may tailor a survey to recognizing “survivors’ guilt” among their colleagues who remain. Designing an effective employee listening strategy for COVID-19. It’s important to design it in a way that takes into consideration what employees may be experiencing at the time. Safety Questions. If there was ever a moment for managers to make an impact, it’s now. For many organisations, the drastic need to implement remote working following the Covid-19 pandemic has been challenging. Employee pulse survey template: Measure employee morale, sentiment and understanding during COVID-19 Your people are working from home. The COVID-19 outbreak is forcing companies to explore how they can survive while grappling with crises of mammoth proportions. COVID-19 | REMOTE WORK PSYCHOLOGICAL HEALTH & SAFETY | RETURN TO WORK EMPLOYEE SURVEY TEMPLATES . How are you connecting to others? We don’t advocate for this as a process because this type of data is not inherently actionable by the organization, these types of measures often require intensive testing and validation for true insights, and asking employees to disclose information on mental wellbeing or emotional states requires a culture of extremely high trust. However, those needs are evolving, calling for a more sophisticated approach as organizations enter the next phase. Provide a method for employees to give feedback on COVID-19 policies and practices (42%) This survey and other reports make clear that employees are anxious about returning to work, which is likely to cause higher levels of stress, distraction and to impact productivity. How can managers support employee wellbeing? The People Science team has been working on sourcing and updating our Action Framework with ideas for action to meet the needs and challenges that you are facing today. There are two ways to dive deeper and understand wellbeing for your employees during this time. It is used to gauge and understand how much importance employees give to their wellness and wellbeing at the workplace. Those who are at risk should stay home and self-isolate for two weeks, but people need to be transparent and tell their employer if they’re at risk. Support resources (including support for grief/loss), Incorporating Wellbeing into your Survey Strategy. for more information about taking action quickly during this time. It’s the same survey we used to gather feedback from our own Great Place to Work team. 1. Excluding the outcome measure, all of our questions are directly actionable; however, some organizations have been seeking advice on surveying employees' moods or feelings. What employee survey questions should you ask during a crisis? Account Admins and Survey Creators can launch the survey under. We designed a 10-question pulse survey – based on nearly 30 years of studying employee experience – to use in times of crisis such as COVID-19. How are you finding your current work environment? You can also choose to create a factor or embed key questions from this template in a broader Engagement or COVID-19 Response survey. Managers and teams can draw on for inspiration on actions they wish to take on the questions that are impacting their wellbeing. You can unsubscribe at any time. ... accountable for supporting employees through COVID-19. The COVID-19 Impact Survey is designed to identify the critical issues to attend to, hot spots throughout the organization, and trends over time. What is one thing the company can do to better support your wellbeing during this time? See a sample employee survey you can use to gauge workforce sentiment on returning to work during the coronavirus/COVID-19 outbreak. As the weeks go by, communication from leadership has been frequent, informative, and transparent. Discover how COVID-19 is impacting your employees. Employee wellness survey is a set of survey questions primarily asked to establish a direct correlation to their happiness, productivity, and rate of retention. 6. Learn more about our COVID-19 combined benchmark here, Welcome to the Culture Amp Wellbeing survey, Guide to surveying on employee mood and feelings (if you absolutely must), Welcome to the Prepare for returning to the workplace survey template, Resources to support you and your employees during COVID-19, Welcome to the emergency response templates, Participant's guide to requesting feedback in an effectiveness survey, Import and prepare demographics to include in surveys, Guide to understanding survey result reports, Manager's guide to taking action on Engagement survey results. Managers and teams can draw on for inspiration on actions they wish to take on the questions that are impacting their wellbeing. It may be an understatement to say that the COVID-19 pandemic has transformed the way we live and work. If you are seeking to measure employee mood or sentiment. The role of the manager is also integral to taking action on supporting our employees during this time. Note: When we say “actionable”, we are referring to questions that one can take action on directly (e.g., if people are unable to access the systems they need working remotely, we can swiftly move toward providing access). When you make clear that all responses are confidential, you create the psychological safety that encourages people to share their feedback openly and honestly, in a way they might not feel comfortable doing face to face. Employees on the frontlines, like health care workers, will need acknowledgment that they are likely overwhelmed and may not have the capacity to respond to a survey: These demonstrate flexibility and sensitivity to their situation. In your pre-survey communications, giving employees context. I feel my organization has done a great job with internal communication regarding the coronavirus/COVID-19. However, according to U.S. adults, the impact may be deeper than many employers realize. Sending an employee survey and failing to act on it can be worse than not surveying at all. The Coronavirus / COVID-19 impact is not evenly distributed geographically, and vital themes have emerged when reviewing the Top 10 Concerns of Employees when it comes to this pandemic. We … Not only do your employees know best what they need, they will also have many of the ideas that are going to enable you to move beyond the current crisis. Discover how COVID-19 is impacting your employees. Just over half of employees (54%) strongly agree that, considering the recent impact of COVID-19 on their job, they feel well-prepared to do their work. See our Privacy Policy for more details. A useful way to do this is to ask yourself what would be the most helpful things for your organization to learn so you’re well-placed to support your employees better in the current climate. ... on responding to COVID-19, pulse survey questions… Collect data on how often they communicate and if they are facing any challenges. Like all of our survey templates, you are able to tailor questions to suit your current context. Working during this period of high uncertainty, especially if remote, can have significant impacts on stress, loneliness, and resilience. There is a high likelihood that, regardless of the actions the organization has taken, your employees have elevated levels of stress and concern. What is your biggest concern right now – at home or at work? Measuring the remote employee experience during the Covid-19 pandemic Now more than ever, remote work is in the spotlight. responsibilities at home (situation-specific), I feel financially secure for the next several months (situation-specific), Management involves people in decisions that affect their jobs or work environment (recurring Trust Index survey question). All Rights Reserved. We also have this guide for more information about taking action quickly during this time. Use work from home check-in survey template to know if employees in your organization connect enough with the team during the Covid-19 pandemic. COVID-19 Employment Survey We have received numerous questions from clients about what other clients are doing to manage their workforce in light of the COVID-19 crisis. Our survey is designed to help individual managers understand how their teams are coping now, and in the weeks to come. Littler COVID-19 Flash Survey Report Methodology and Demographics From March 12-25, 2020, 912 professionals completed the Littler COVID-19 Flash Survey via an online survey tool. We heard from all over the world—at companies with 10-1,000+ employees. which drew upon well-known wellbeing models and concepts such as PERMA, subjective wellbeing, purpose, and the more recent work looking at resilience and mental health. Once you’ve determined that, let these best practices inform your questions: It’s important to give employees a forum to share their thoughts in a way that paints a vivid picture of their experience.However, it’s rarely a good idea to ask people to write too much. What suggestions do you have that the organization should consider to restart our business when the timing allows? The COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it. If you want to get the fullest possible picture of your employee experience, your survey’s design, execution and details matter. Here are three specific ways surveying employees during COVID-19 benefits companies and employees: Reinforces an intention of care When you survey employees during tough times, you are showing them that you are committed to their well-being. including an outcome factor being Overall Wellbeing. Managers can support their people by asking them ‘are you ok?”and genuinely listening. Today, Glassdoor released results from a survey conducted by The Harris Poll on behalf of Glassdoor among nearly 1,000 employed U.S. adults about their employers’ response to COVID-19 coronavirus … Use a mix of crisis-related and “business as usual” statements We use a mix of our Trust Index™ survey statements – these are statements that almost 30 years of research tells us are key drivers of great company culture – with statements that you can design specific to the current climate. Consider making the following amendments: For some industries (i.e. COVID-19 is changing the way people work—with travel bans, social distancing, skeleton crews, and remote work becoming the new norm. The questions in the outcome variable are indicators to identify groups that are potentially on the road to burnout. When you make clear that all responses are confidential, you create the psychological safety that encourages people to share their feedback openly and honestly, in a way they might not feel comfortable doing face to face. In the process, we’ve identified several best practices for surveying during a crisis: Reassure confidentiality A common fear among employees is that their employer will be able to connect their responses to them. Nearly all respondents (98 percent) said their organizations have operations in the United States and a … Incorporate quantitative statements The idea here is to look for signs of improvement (or decline). Use our free survey questions below to measure employee engagement during Covid-19 and extended periods of working from home. The People Science team has identified this measure to assist in identifying areas where employees may be struggling to maintain their wellbeing in a work context. It’s also an entirely new experience for most employees around the world. Is there anything you would like to share or discuss, or anything I can help you with at the moment? 12. Are you willing to notify your employer if you encounter anyone – or go anywhere – with a high risk of Covid-19 infection? Have you been diagnosed with Covid-19 while away from work? As it turns out, most companies did a solid job of addressing their employees’ basic needs of safety, stability, and security during the first phase of the COVID-19 crisis. It’s essential that you let your people know what you will do with their feedback. Meet employees where they are The survey you send during a crisis likely won’t look are those that you’ve sent during “normal” times. Survey #1: Impact of COVID-19 on your employees Employees are facing a range of concerns about the impact of COVID-19 on their wellbeing and ability to work. We anticipate the ability to provide benchmark information once this template has met our data thresholds. 5. The survey of 1,099 employees found that women, younger workers and people living with at least one person who is a member of a vulnerable population—such as a health care … WorkBuzz is offering all organisations free access to its coronavirus pulse survey to track employee wellbeing This is where the Solution will guide you through the major steps of the project, including survey creation, distribution, and reporting. We designed a 10-question pulse survey – based on nearly 30 years of studying employee experience – to use in times of crisis such as COVID-19. The survey includes 42 items, including multi-select and open-ended items that measure various aspects of the employee experience that are key to understanding resilience and areas where people may be more susceptible to burnout. On Thursday, March 12, Seyfarth issued a benchmarking survey to our clients to get a pulse on employer reactions to the COVID-19 crisis. I generally feel positive towards work at my company, Recently, my levels of stress feel manageable, During these challenging times, I feel able to bounce back as quickly as I normally would, I am able to effectively switch off from work to make time for rest, We have found meaningful ways to stay connected as colleagues in the current environment, My manager is checking in regularly enough with how I am doing (not just work-related). With this in mind. If you’re using an employee engagement survey to gauge that impact, make sure to focus on key performance drivers and ask questions that will truly surface whether employees feel motivated to put energy and effort into their … It’s essential that you let your people know what you will do with their feedback. The questions covered a broad range of employer issues raised by the pandemic, from planned changes to leave and work-from-home policies, to handling sick employees and taking employee temperatures. This allows you to understand more specific aspects of wellbeing and communicates to your organization that you value wellbeing just as highly as Engagement (or other standalone surveys you conduct). Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. How to Gather Information About Reopening the Workplace During COVID-19 . Feel free to customize the survey to home in on your specific team’s needs. If there was ever a moment for managers to make an impact, it’s now. health care, retail, manufacturing), employee safety concerns while at work are of significant importance right now. In many organizations, employees are worried. Check out our Culture First resources page that includes Resilience amongst other topics. health care, retail, manufacturing), employee safety concerns while at work are of significant importance right now. This may be a good time to check in with your people and see how they’re doing. They shared everything from their top concerns to creative ways they’re supporting employees during these tough times. Use a mix of crisis-related and “business as usual” statements. Fear and anxiety about this new disease and other strong emotions can be overwhelming, and workplace stress can lead to burnout external icon.How you cope with these emotions and stress can affect your well-being, the well-being of the people you care about, your … as well what we’ve seen to be critical at this time through working with our customers and community. As a responsible and caring manager, you understand why it’s important to survey employees during this crisis: Surveying right now is not only wise, it’s crucial to help your business thrive through the current recession…… if you do it right, that is. This website will use cookies based on your browsing activity. The more you survey your employees over time, the more you’ll be able to see what questions provide you with the best insights for action. To decide what to ask, it can help to work with the end in mind. 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