eBen Assist - Engage-with-your-employees-for-Wellbeing-consideration

How to engage with your employees for Wellbeing consideration

2nd Nov 2024
by eBen Assist Sdn Bhd

In a human-centered workplace, the morale and wellbeing of employees are essential. These elements influence every aspect of the employee experience and directly impact engagement, retention, and even revenue. Content employees tend to be more creative and reliable, with studies indicating they can be up to 50% more productive when engaged in meaningful tasks alongside trustworthy colleagues.

Creating a human workplace involves asking your employees the right questions about their wellbeing. Without understanding what would have the most significant impact on your staff, any efforts may just be guesswork, leading to wasted time and resources. In this article, we have compiled some of the most effective wellbeing questions to pose to employees. These questions will assist in evaluating each individual's overall sense of wellbeing and how their unique experiences contribute to the collective workplace atmosphere.

By actively seeking input from your employees, you not only show that their voices are valued but also set the stage for meaningful improvements in the work environment. The following questions are designed to help you better understand the diverse needs and perspectives within your team, paving the way for a more inclusive and supportive workplace culture.

Wellbeing Questions

How do you feel about the current health and wellness initiatives in our workplace? Are there any additions or changes you would suggest?
What resources or support could help you maintain or improve your physical wellbeing?
Do you feel that our wellness initiatives are accessible and inclusive for everyone in the workplace?
Are there any wellness programs from other organizations that you think could benefit our team?
Would you be interested in participating in wellness challenges or competitions?
How can we better integrate healthy practices into our daily work routines?
Are there any barriers that prevent you from utilizing the wellness resources currently available?
What role do you think leadership should play in promoting health and wellness at work?
How important is work-life balance to your physical wellbeing, and do you feel that you can achieve it here?
Is there anything specific you would like to see in our wellness newsletters or communications?
How can we create a more supportive environment for employees with specific health needs or challenges?
These questions aim to encourage open dialogue about physical wellbeing and ensure that the initiatives and support provided align with the diverse needs of all employees. By actively seeking feedback, employers can create a more inclusive and effective wellness strategy that promotes a healthier workplace culture.

Emotional Wellbeing Questions

How comfortable do you feel discussing mental health at work? Are there any barriers you're facing?
What helps you feel most supported by your colleagues and leaders in terms of emotional wellbeing?
Are there specific resources or tools that would help you manage your emotional wellbeing more effectively?
How often do you feel stressed at work, and what are the main contributors to this stress?
Have you noticed any changes in your emotional wellbeing over the past few months, and what do you think has influenced these changes?
What methods do you use to cope with stress or emotional challenges, and how can we support you in these practices?
Do you feel that our workplace promotes a culture where emotional wellbeing is prioritized and discussed openly?
What role do you believe leadership should play in supporting the emotional wellbeing of employees?
How can we create a more inclusive environment that supports diverse emotional wellbeing needs?
Is there anything you would like to see implemented to enhance the emotional wellbeing of our team?
How can we ensure that emotional wellbeing initiatives are accessible and beneficial for everyone in the workplace?
These questions aim to foster a supportive dialogue around emotional wellbeing, encouraging employees to share their experiences and insights. By understanding their needs and challenges, organizations can develop strategies that effectively support the emotional health of their workforce. This not only contributes to a more positive work environment but also enhances overall productivity and job satisfaction.

Social Wellbeing Questions

How connected do you feel with your team, whether you're working remotely or in-office?
Are there any team-building activities or social events you would like to see implemented?
Do you have opportunities to collaborate with colleagues on projects that interest you?
How often do you interact with team members outside of formal meetings, and how does this impact your sense of connection?
Are there specific tools or platforms that help you feel more connected to your team, especially when working remotely?
How comfortable are you in reaching out to teammates for support or collaboration?
What can we do to promote a stronger sense of community within the team?
These questions are designed to help understand and enhance the social dynamics within the workplace. By addressing connectivity and collaboration, organizations can foster a more cohesive and supportive team environment where everyone feels valued and included.

Work Wellbeing Questions

What aspects of your job do you find most fulfilling? Are there areas where you feel improvements are needed?
How can we better support your professional growth and development?
Are there any tools or resources that could help you perform your job more efficiently?
Do you feel recognized and appreciated for your contributions to the team?
What motivates you to come to work each day, and how can we enhance that motivation?
How can we create a more positive and inspiring work environment for you?
Are there any skills or experiences you would like to acquire in the near future, and how can we assist you in achieving these goals?
These questions aim to foster a deeper understanding of individual needs and aspirations, allowing the organization to tailor its support and resources effectively. By engaging in meaningful dialogue with employees, employers can build a more dynamic and responsive workplace that encourages growth and satisfaction.

Societal Wellbeing Questions

Do you feel that our workplace fosters a culture of inclusivity and respect? How can we improve?
Are there any community engagement initiatives you think our company should participate in?
How do you perceive the company's efforts in promoting diversity and inclusion within the team?
What role do you think our organization can play in supporting local community causes or charities?
Do you have suggestions for any volunteer opportunities or partnerships that align with our company values?
How can we better support employees who wish to engage in community service or outreach programs?
Are there ways we can incorporate social responsibility into our daily work practices?
These questions aim to deepen the understanding of societal wellbeing by exploring how employees connect with the broader community and how the organization can contribute positively to social causes. By actively seeking input on these matters, companies can align their initiatives with employee values, fostering a sense of purpose and community both within and outside the workplace.

By regularly revisiting these questions and listening to the feedback provided, organizations can create a dynamic and evolving strategy that truly reflects the needs of their workforce. This not only results in happier, healthier employees but also builds a strong foundation for long-term organizational success.

Some examples wellbeing questions to request:
If you're skeptical about the necessity of asking employees about their wellbeing to shape your own wellbeing strategy, consider this: a survey from Deloitte and Workplace Intelligence referenced in Forbes reveals a significant gap between employees' true feelings and executives' perceptions.

47% of employees believe their leaders grasp the challenges they've faced during the pandemic.
90% of C-suite executives claim they are aware of these difficulties.
53% of workers feel that their executives have been making the right decisions for their wellbeing throughout the pandemic.
88% of the C-suite assert that their decision-making has been outstanding.
56% of employees think their company's executives genuinely care about their wellbeing.
91% of C-suite leaders believe that employees feel cared for by their leaders.

This discrepancy highlights a crucial disconnect between the perceptions of leadership and the realities faced by employees. Bridging this gap is essential for fostering a workplace environment where employees feel genuinely supported and valued. By actively engaging with employees through thoughtful questions and genuine dialogue, leaders can gain a clearer understanding of the actual challenges and needs that their teams experience.

Taking the time to listen and respond to employee feedback not only demonstrates care and compassion but also enables leaders to implement informed strategies that enhance overall wellbeing. This approach not only improves morale but also increases productivity and retention, ultimately contributing to a more successful and harmonious workplace. By addressing this gap, organizations can move towards a future where employee wellbeing is genuinely prioritized and reflected in their operational ethos.

If you consider yourself a leader who understands your workforce, it might be time for a reevaluation.

Begin by creating a wellness survey or by regularly checking in with your employees. By prioritizing the mental wellbeing of your staff, you can gather valuable insights into their feelings and better comprehend the support they need to thrive in their roles.

Remember, this is just the start. Data collection isn’t worth much without meaningful action.

According to a recent mental health research performed, five main types of wellbeing contribute to overall happiness. These are:

Physical
Emotional
Social
Societal
Work

Based on these five categories, we’ve put together some actionable questions about employee wellbeing that any employer or manager can implement today.

Physical wellbeing questions
Health matters are legit causes for happiness or anxiety. This is even more important with the global pandemic affecting the lives of many.

It's important to respect your employee's privacy when asking about physical wellbeing. Physical health looks different for everyone. The focus should be on how they are feeling and what kinds of initiatives would be most helpful for where they are.

Right now, I am in a great physical state. (agree/disagree on a sliding scale)
I have a healthy sleep schedule. (agree/disagree on a sliding scale)
I have a healthy routine. (agree/disagree on a sliding scale)
Do you find time to exercise?
Are the snacks available to company employees healthy?
Is the weekend sufficient to refresh and recharge?
Do you do home tasks alone or share the chores?
Do you consider your work exhausting?What types of activities help you unwind after a long day?
Are there any physical health resources or workshops you would like to see implemented at work?
How do you feel about the ergonomic setup of your workspace?
Do you have access to outdoor spaces during work breaks?
Would you be interested in participating in group fitness activities organized by the company?
Do you feel there are sufficient breaks during the workday to promote physical wellbeing?
How would you rate the accessibility to health and wellness information within the company?
Is there anything we can do to help you manage any physical health challenges you face?
Are there any improvements you suggest for our current health and wellness programs?
These questions aim to foster an environment where employees feel comfortable discussing their physical wellbeing and can contribute to shaping a healthier workplace. By considering their feedback, companies can design initiatives that truly meet the needs of their team, promoting both individual and collective health.

Understanding aspects of wellbeing like if employees are getting enough sleep and finding work-life harmony throughout the week are huge indicators of physical wellbeing. While a nice perk, simply offering gym membership reimbursements can be a narrow benefit so it's important to go beyond that. While it may seem trivial, snack questions can help identify allergies, medical restrictions, or personal choices.

Emotional wellbeing questions
Emotions affect every aspect of a person’s life. Thus, you must be fully aware of your employee’s mental health and offer support. Absenteeism, a drop in performance, and unusual edginess are all workplace signs of emotional stress. Here are six questions you can ask to gauge your team’s emotional wellbeing:

Right now, I am in a great mental state. (agree/disagree on a sliding scale)
Is the commute to and from work easy or stressful?
When was the last time you had an exciting task?
Do you need to stay after hours too often to finish work?
What makes you really happy?
Do you feel comfortable sharing your thoughts and feelings with your manager?
Are there any support systems or resources you wish were available to help manage stress?
How often do you feel overwhelmed by your workload?
Are there particular aspects of your job that contribute positively to your mental health?
What could be improved to help you feel more balanced during the workday?
Do you feel recognized and appreciated for your contributions at work?
These questions aim to foster an open dialogue about emotional wellbeing, ensuring that employees feel supported and understood. By actively listening and responding to their feedback, you can create a more nurturing and positive work environment.

Asking about a commute can reveal anger issues, stress, and anxiety being felt on a daily basis for some. The rest of the questions are designed to show the employee’s level of engagement or ambivalence. Naturally, you should follow up with how to improve.

Mental wellbeing benefits can have a wide-ranging impact on the entirety of the workplace. When employees are less stressed. they're happier, more collaborative, and more likely to build strong relationships with colleagues. All of those effects combine to make drastic improvements to a company's culture.By investing in mental wellbeing initiatives, companies can see a ripple effect that enhances not only individual satisfaction but also team dynamics and overall workplace harmony. Encouraging open discussions, providing access to mental health resources, and creating a supportive environment where employees feel safe to express their concerns are crucial steps in this process.

It's important to recognize that mental wellbeing is not a one-size-fits-all approach. Tailoring support to meet the diverse needs of employees can lead to more effective outcomes. Consider offering flexible work schedules, mindfulness workshops, or access to counseling services as part of a comprehensive wellbeing strategy.

Moreover, leaders play a pivotal role in modeling positive mental health practices. By openly discussing their own challenges and coping strategies, leaders can destigmatize mental health conversations and inspire their teams to seek the support they need.

Ultimately, fostering a culture that prioritizes mental wellbeing can lead to increased productivity, higher retention rates, and a more engaged workforce. It’s an investment that not only benefits employees but also contributes to the long-term success and resilience of the organization.

Social and societal wellbeing questions
Fitting in within a group is critical for anyone’s happiness. People sometimes stay in jobs they aren’t enthusiastic about just because their colleagues “feel like family.” Having that trust and amicability makes even the demanding tasks seem manageable.

With multiple ways of working now common (on-site, hybrid, and remote), it's important to make sure that connection is happening regardless of how employees are working. Regularly check in with your staff and ensure they are comfortable and confident interacting with the team.

Below are some pertinent questions you can ask about social wellbeing. (Note that the first four questions are agree/disagree questions on a sliding scale.)

I am great at asking for help.
I feel connected to my team.
I plan to work here for the next 12 months.
I am satisfied with my career.
What are your favorite hobbies?
Are you a member of a club or a neighborhood activity?
Do you find many of your coworkers supportive, inspiring, or trustworthy?
Would you rather work with a team or on individual tasks?
Are there any nice cafes you can recommend to your coworkers?
Are open workspaces better or closed offices?
Is the office space too noisy or too quiet?
Would you rather work remotely or in-office?
Would you consider yourself a people person?
Is celebrating birthdays at the office appropriate?
Do you think you have a good work-life balance?
Who can you ask for help at work?
Did you learn new skills from coworkers?
Do you think work friendships can be strong?
If we start a social program for the company, would you like to sign up?

These questions can help you build communities throughout the workplace. If a handful of workers have similar interests or passions, clubs can be valuable support valves for employees to build connections with their co-workers.

Wellbeing at work questions
Harvard Business Review published a study showing that more than nine out of ten employees would accept low pay if they think their jobs are meaningful. Thus, doing work that feels valuable can reflect positively on a person’s wellbeing.

This actually brings the matter of wellbeing full circle. Happy people do better at work, and people who do better at work feel happy. The value of work impacts your team’s wellbeing and workplace performance. Here are seven questions you can ask to get an overall sense of employee wellbeing at work:

I successfully manage my work-related stress. (agree/disagree on a sliding scale)
I feel in control of my time each day. (agree/disagree on a sliding scale)
I feel supported while at work. (agree/disagree on a sliding scale)
Do you think your work is important?
Do you find some parts of your job exhausting?
What would make your job more engaging?
What would make your job more fun?
These questions are designed to help create a work environment where employees feel both fulfilled and motivated. By understanding the factors that contribute to their sense of purpose and enjoyment at work, employers can tailor strategies that enhance job satisfaction and productivity. Encouraging open dialogue about these topics not only helps identify areas for improvement but also fosters a more inclusive and supportive workplace culture.
By regularly revisiting these questions and acting on the insights gained, organizations can ensure they are meeting the evolving needs of their workforce. This proactive approach not only boosts morale but also contributes to a more resilient and engaged team, paving the way for long-term success and a thriving workplace environment.

These questions are geared towards measuring the level of satisfaction employees have. How they perceive their work can indicate whether or not they’re proud of what they’re doing.

All these questions aim to better understand what makes your employees tick and what makes them happy. It’s not just a “feel good” thing to do either. It impacts your bottom line.

One of the study found that:
Harvard Business Review published a study showing that more than nine out of ten employees would accept low pay if they think their jobs are meaningful. Thus, doing work that feels valuable can reflect positively on a person’s wellbeing.

This actually brings the matter of wellbeing full circle. Happy people do better at work, and people who do better at work feel happy. The value of work impacts your team’s wellbeing and workplace performance. Here are seven questions you can ask to get an overall sense of employee wellbeing at work:

happy workers help their colleagues 35% more often
happy workers achieve their goals 30% more often
happy workers are 38% more motivated in their work

One tried and true method for improving overall happiness and wellbeing at work is employee recognition. In a study of 10,000 employees across nationwide, recognition had an impact on wellbeing at work.

With recognition, employees are:

Twice as likely to evaluate their lives and futures positively
More than 90% less likely to report being burned out at work always or very often
More than five times more likely to strongly agree they have meaningful connections or a best friend at work
Ten times as likely to strongly agree that they belong to a supportive and inclusive workplace. These statistics highlight the profound impact that a positive workplace culture can have on employees' overall wellbeing and job satisfaction. When employees feel valued and connected to their colleagues, they are not only more engaged but also more resilient and motivated to contribute to the organization's success.
Creating such an environment requires intentional effort from leadership to foster open communication, recognize achievements, and promote collaboration across teams. By investing in these areas, organizations can cultivate a sense of belonging that empowers employees to thrive both personally and professionally.
Ultimately, when employees feel a strong sense of belonging and purpose, it translates into higher productivity, improved morale, and a more harmonious workplace. This not only benefits the individuals but also drives the organization towards achieving its goals with a united and passionate workforce. By prioritizing these aspects of workplace culture, companies can ensure a brighter and more successful future for everyone involved.

Gratitude is a powerful feeling. The same study found that employees who experienced gratitude the previous day are 50% less likely to report having experienced a lot of stress, worry, and sadness at work.

This highlights the profound impact that recognition and gratitude can have on an individual's work experience, reinforcing the importance of fostering a culture where employees feel valued and appreciated.

Implementing a recognition program doesn't have to be complex. It can start with simple gestures such as verbal praise, acknowledging achievements in team meetings, or even a personalized thank-you note. The key is consistency and sincerity, ensuring that recognition is an integral part of the workplace culture.

Moreover, fostering an environment where gratitude is expressed regularly can create a ripple effect, encouraging employees to recognize each other's efforts, thereby strengthening team bonds and collaboration. Encouraging peer-to-peer recognition can be particularly effective, as it empowers employees to appreciate and uplift one another, creating a supportive and positive atmosphere.

Ultimately, by prioritizing recognition and gratitude, organizations can cultivate a more engaged, motivated, and resilient workforce. This not only enhances individual wellbeing but also contributes to a thriving organizational culture where everyone feels connected and driven towards shared goals.

Conclusion
In order to build morale and a more positive workplace, you need a sound wellbeing strategy. A strategy rooted in suggestions and input from your employees to help you create specific policies that benefit everyone.

Prosperity and happiness are achievable at work. It all starts by asking the right questions. Engage your team in regular conversations and actively listen to their responses. This approach ensures that the policies you put into place are not just theoretical but are tailored to the genuine needs and desires of your workforce. When employees feel heard and see tangible changes based on their feedback, it fosters a culture of trust and collaboration.

Remember, the journey to a positive workplace is ongoing. Regularly revisit and revise your wellbeing strategy to adapt to the evolving dynamics of your team and the broader work environment. Encourage innovation and flexibility in your approach, allowing room for new ideas and practices that can enhance employee satisfaction and productivity.

By committing to this continuous dialogue and improvement, you not only support the wellbeing of your employees but also strengthen the foundation of your organization, paving the way for sustained success and a thriving workplace culture.

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How to engage with your employees for Wellbeing consideration