Consider making the following amendments: For some industries (i.e. You can also choose to create a factor or embed key questions from this template in a broader Engagement or COVID-19 Response survey. 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. What is your biggest concern right now – at home or at work? 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. Culture First resources page that includes Resilience, amongst other topics. 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. As the global health crisis redefines the way organizations operate, effective communication and collaboration between remote teams is more important than ever. We also have. When you incorporate quantitative statements, you can revisit them in 2-3 months and see how things have shifted over time. 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: Recognize potential limitations in your communications, Offer alternative avenues for them to provide feedback (such as their supervisor or HR). Is there anything the organization can do in light of these circumstances that would be helpful to you? 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). As uncertainty spreads through your leadership, HR department and every single employee, WorkTango is offering our free survey templates to help our community understand sentiment of employees and navigate through these unprecedented times. Collect data on how often they communicate and if they are facing any challenges. Working during this period of high uncertainty, especially if remote, can have significant impacts on stress, loneliness, and resilience. 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. In your pre-survey communications, giving employees context. To compound these emotions, employees are also experiencing ambiguity and uncertainty for the long- and short-term impacts of COVID-19. This website will use cookies based on your browsing activity. In many organizations, employees are worried. The role of the manager is also integral to taking action on supporting our employees during this time. I am confident I can make progress in my career/goal aspirations, I have been able to maintain my physical health since, We have found meaningful ways to stay connected as colleagues, I have what I need (i.e. 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. 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 … 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. How are you connecting to others? A series of COVID-19-specific employee survey questions follows the general employee survey question examples below. It is used to gauge and understand how much importance employees give to their wellness and wellbeing at the workplace. 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). However, those needs are evolving, calling for a more sophisticated approach as organizations enter the next phase. It was developed using research from our original Wellbeing survey 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, as well what we’ve seen to be critical at this time through working with our customers and community. 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. This is vital because it: By designing an employee survey that addresses employees’ experience and needs during the pandemic will help you put your time, energy and resources in the right places. It’s important to continue to regularly check-in on how people are adjusting and feeling during this time. There are two ways to dive deeper and understand wellbeing for your employees during this time. Have you surveyed them to find out? Safety Questions. looking after kids. This is where the Solution will guide you through the major steps of the project, including survey creation, distribution, and reporting. 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. 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