Wellbeing Deep Dive Survey

Use the Wellbeing Deep Dive survey to understand how your people feel about their wellbeing. This includes the state of their physical, social, emotional, and mental wellbeing.

From this survey, you’ll get a clear view of how your people are doing – and if there’s more the organisation can do to support wellbeing.

When to use this survey

If another survey showed this as an area for improvement
When experiencing lowered productivity or morale
During a crisis situation, internal or external

How the survey is scored

This Deep Dive survey addresses four criteria of Wellbeing: Mental Wellbeing, Emotional Wellbeing, Physical Wellbeing and Connected Wellbeing. By listening to your employees along these key dimensions, you will be able to uncover the detailed specifics of innovation-related issues in your organisation.

Asking 12 questions on a 5-point Likert scale, from strongly agree to strongly disagree, this Deep Dive first finds each survey respondents’ total score. This is based on the proportion of positive answers (‘agree’ and ‘strongly agree’). Combining these scores, the average over all respondents is calculated, deriving the overall Wellbeing score.

This survey also contains four open-text questions, to understand and add context to the scores and support your findings.

Employee Wellbeing

Wellbeing attributes

Mental Wellbeing

The Mental Wellbeing dimension allows you to find out about your employees’ mental wellbeing, and what more you could be doing to support your team.

Mental health is related to how you process, understand and deal with information and experiences. For example, someone who feels well mentally has the ability to learn new things and cope well with change and uncertainty.

The Mental Wellbeing dimension is made up of the indicators: Mental State, Enablement, Initiatives and an open-text question.

Indicator	Question	Rationale
Mental State	I am feeling well mentally.	Asked to check in on your employees’ current mental wellbeing.
Enablement	My manager enables me to look after my mental wellbeing.	Asked to understand how well managers are supporting their employees’ mental wellbeing.
Initiatives	{Our organisation} has effective initiatives/ programmes that support my mental health.	Asked to assess if the organisation is taking the right steps to support mental wellbeing.
Open Text	What can {our organisation} do to better support your mental health?	Asked to gather ideas on how the organisation can better support people’s mental health.

Emotional Wellbeing

The Emotional Wellbeing dimension helps you find out about your team’s emotional wellbeing, and how your organisation can better support them.

Emotional health is linked to how well you are able to manage and express your emotions. For example, someone who is feeling good emotionally is able to deal with any emotions that arise (both good and bad) and expresses them appropriately. They are also in tune with how they are feeling, and can deal with these feelings in healthy ways.

The Emotional Wellbeing dimension is made up of the indicators: Emotional State, Enablement, Initiatives and an open-text question.

Indicator	Question	Rationale
Mental State	I am feeling well emotionally.	Asked to check in on your employees’ current emotional wellbeing.
Enablement	My manager enables me to look after my emotional wellbeing.	Asked to understand how well managers are supporting their employees’ emotional wellbeing.
Initiatives	{Our organisation} has effective initiatives/programmes that support my emotional health.	Asked to assess if the organisation is taking the right steps to support emotional wellbeing.
Open Text	What more can {our organisation} do to support your emotional wellbeing?	Asked to gather ideas on how the organisation can better support people’s emotional health.

Physical Wellbeing

The Physical Wellbeing dimension explores how your team is feeling physically, compared to how they usually feel, and what we can your organisation do to better support your team’s physical wellbeing. For example, someone who isn’t feeling physically well could be suffering from an illness or injury, or may feel physically unfit.

The Physical Wellbeing dimension is made up of the indicators: Physical State, Enablement, Initiatives and an open-text question.

Indicator	Question	Rationale
Physical State	I am feeling well physicallly.	Asked to check in on your employees’ current physical wellbeing.
Enablement	My manager enables me to look after my physical wellbeing.	Asked to understand how well managers are supporting their employees’ emotional wellbeing.
Initiatives	{Our organisation} has effective initiatives/programmes that support my physical health (e.g. {healthy lunch menus} or walking clubs).	Asked to assess if the organisation is taking the right steps to support emotional wellbeing.
Open Text	What more can {our organisation} do to support your emotional wellbeing?	Asked to gather ideas on how the organisation can better support people’s emotional health.

Connected Wellbeing

The Connected Wellbeing dimension explores how your team is feeling physically, compared to how they usually feel, and what we can your organisation do to better support your team’s physical wellbeing. For example, someone who isn’t feeling physically well could be suffering from an illness or injury, or may feel physically unfit.

The Connected Wellbeing dimension is made up of the indicators: Connected State, Enablement, Initiatives and an open-text question.

Indicator	Question	Rationale
Connected State	I feel well connected to my colleagues.	Asked to check in on how connected your employees feel.
Enablement	My manager enables me to stay connected to my colleagues.	Asked to understand how well managers are helping your employees stay connected with their colleagues.
Initiatives	{Our organisation} has effective initiatives/programmes that help me stay connected to my colleagues.	Asked to assess if the organisation is taking the right steps to help employees stay connected.
Open Text	How can {our organisation} make you feel more connected to your colleagues?	Asked to gather ideas on how the organisation can better support people’s connection with other employees.