We believe that it is more important than ever to take action on survey results, especially when measuring employee wellbeing during times of change and uncertainty. All employees who are able to work from home should be working from home. The coronavirus pandemic has impacted every aspect of life in Oregon and around the world. This does not mean that employees are currently burnt out, but without proper action and adjustments, it is possible in the future. Fully customizable with no coding. Discover how COVID-19 is impacting your employees. Require regular communication with supervisor. If your organization has shifted … 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. What is novel coronavirus? This does not mean that employees are currently burnt out, but without proper action and adjustments, it is possible in the future. For example, an organization that has had to furlough employees may tailor a survey to recognizing “survivors’ guilt” among their colleagues who remain. We also have this guide for more information about taking action quickly during this time. 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. Discover how COVID-19 is impacting your employees. Will short term disability benefits or other paid leaves apply during a quarantine period? If you have additional questions about when you can return to work, please email OSSAM@cdc.gov. Come in earlier. No employee wants to take the time to share their feedback and criticism, only to find that the company merely files it away and never acts on it. Consider making the following amendments: For some industries (i.e. If individuals volunteer to a private, not-for-profit organization, are they entitled to compensation? Can an employer disclose the identity of an employee who has tested positive for, or otherwise been … The COVID-19 pandemic has upended workforces and workplaces, creating lasting change in trends that directly impact employees’ engagement and productivity. Support resources (including support for grief/loss), Incorporating Wellbeing into your Survey Strategy. 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. Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. All Rights Reserved. In fact, according to a recent CIPD & People Management survey, of the 390 employers they surveyed, 63% listed general anxiety as their organization’s current main challenge. Caution:Dependingon the particu… Current evidence, though still preliminary, suggests that … They worry that their requests will seem ungrateful or harsh at a time when some are without jobs. This is a crowd-sourced collection of ideas and information to help you navigate challenging times as an organization. Questions like the ones above can generate answers that help you create an action plan to address employee concerns and improve your response to COVID-19. Writing open-ended answers requires additional cognitive load that employees may not have available — especially in times of crisis where employees are processing extraordinary anxiety. Employee COVID-19 Self Screening Questionnaire tracks the health condition of your employee and helps to take the precautionary measures to prevent the spreading of coronavirus in the workspace. 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). Sixty-five percent … Often, we are seeing this impact specific groups within an organization. COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it. It’s essential that you let your people know what you will do with their feedback. 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. If you are seeking to measure employee mood or sentiment. The survey you send during a crisis likely won’t look are those that you’ve sent during “normal” times. Postponing surveys could erode trust, exacerbate employee anxiety, and bar opportunities for building a stronger workplace culture. For information about COVID-19 and basic instructions to prevent the spread of disease, visit CDC’s COVID … Much of the content in these FAQs is derived from the Equal Employment Opportunity Commission (EEOC) guidance document entitled Pandemic Preparedness in the Workplace and the Americans with Disabilities Act. 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). Once you’ve determined that, let these best practices inform your questions: The idea here is to look for signs of improvement (or decline). 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. It’s important to continue to regularly check-in on how people are adjusting and feeling during this time. In addition, many employees also lack confidence in specific measures their employers are taking to reopen offices and implement health and safety protocols. How are you finding your current work environment? Managers are being asked for more than ever before – they are directly looking after people’s wellbeing and resilience under uncertainty, while reacting and then operationalizing any changes (such as downsizing, working remotely) and running a productive team. A common fear among employees is that their employer will be able to connect their responses to them. . Learn more about our COVID-19 combined benchmark here. In general, … For example, an organization that has had to furlough employees may tailor a survey to recognizing “survivors’ guilt” among their colleagues who remain. This tool may be adapted based on need and the specific setting. Managers and teams can draw on for inspiration on actions they wish to take on the questions that are impacting their wellbeing. 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. What is one way we could continue to support you? 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). 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. Why measure employee wellbeing during this time? 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. Editor's note: If you also want to know how to survey during a crisis, we wrote a blog about that here.. Some statements we recommend to measure and help leadership under crisis: Here are some sample questions that Great Place to Work clients have used in recent pulse surveys to generate clear and actionable feedback: 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. 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. The COVID-19 Wellbeing template can be used to understand the wellbeing of your employees as they experience/work through COVID-19. It’s essential that you let your people know what you will do with their feedback. including an outcome factor being Overall Wellbeing. Below we make suggestions for adjusting questions for remote work. Decide whether you need additional tools before you get started. B. In fact, according to a. , of the 390 employers they surveyed, 63% listed general anxiety as their organization’s current main challenge. The checklist has eight questions, and if you answer YES to any of the questions, you MUST STAY HOME, notify your supervisor and call or email the COVID-19 HR Response Team. Over the past 30 years, Great Place to Work® has helped countless companies design, deliver and execute their employee surveys, including during times of crisis such as the Great Recession. In times of crisis, leaders need additional support to balance the needs of their people, their organization and their own personal experience. 88% of employees believe that the frequency of communication from leaders has been effective. By conducting a survey that measures aspects of personal wellbeing, as an organization you are sending a signal to your employees that you value their insight and plan to take action to help improve their experiences during this time. When you incorporate quantitative statements, you can revisit them in 2-3 months and see how things have shifted over time. When you incorporate quantitative statements, you can revisit them in 2-3 months and see how things have shifted over time. This list represents a compilation of some of the more common questions regarding COVID-19 so far and addresses the strategies to consider and the legal parameters involved. Demonstrates listening and commitment to your employees’ well-being, Preserves and builds trust and credibility with your people, World’s Best Workplaces™ Virtual Reveal & Celebration, Job Seekers Are 4.5x More Likely To Find a Great Boss at a Certified Great Workplace, How Trilogy Health Services Handled COVID-19 Tragedy and Kept Their Employees and Elder Care Residents Safe. What is AB 685? More COVID-19 Information and Resources Stay up-to-date on COVID-19 in Washington, Governor Inslee’s proclamations, symptoms, how it spreads, and how and when people should get tested. This website will use cookies based on your browsing activity. Advise the employee to quarantine, monitor for symptoms of COVID-19 including checking temperature twice a day, seek guidance from health care provider, and follow instructions from contact tracer and health care provider regarding testing etc. If you want to get the fullest possible picture of your employee experience, your survey’s design, execution and details matter. If the employer notices that the employee has a persistent hacking cough, the employer can ask if the employee has been to a doctor or if the employee has COVID-19. COVID-19 is a new strain of coronavirus not previously identified in humans, which can easily be spread from person to person. 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. COVID-19 Return to the Workplace Survey Templates . 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. ; Requires the California Department of Public Health (CDPH) to publicly report information on workplace outbreaks. If you have questions about wage and hour issues, the FLSA, the FMLA, OSHA, unemployment compensation, and the new Families First Coronavirus Response Act, or similar issues, please contact the U.S. Department of Labor, www.dol.gov. I feel safe carrying out my role during the COVID-19 Pandemic, y company has made effective decisions to keep us safe whilst we carry out our roles. Incorporate quantitative statements The idea here is to look for signs of improvement (or decline). It’s important to design it in a way that takes into consideration what employees may be experiencing at the time. Account Admins and Survey Creators can launch the survey under. With this in mind, our People Science team has designed an Employee Wellbeing template for use during COVID-19. I can see how the work I am doing is making a positive difference at my company. How are you finding balancing personal and work demands i.e. Excluding the outcome measure, all of our questions are directly actionable; however, some organizations have been seeking advice on surveying employees' moods or feelings. 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 … 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. How to conduct standardized employee screening for COVID-19. 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. It is a respiratory disease causing illness that can range from very mild to severe, Like all of our survey templates, you are able to tailor questions to suit your current context. After you close the survey and analyze results, you must communicate results, sharing what you learned from the survey and what actions you are taking in response to employees’ feedback. Fully customizable with no coding. 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. Explain your endgame No employee wants to take the time to share their feedback and criticism, only to find that the company merely files it away and never acts on it. Q. like the ones above can generate answers that help you create an action plan to address employee concerns and improve your response to COVID-19. This law: Requires employers to notify employees who may have been exposed to COVID-19 and to report workplace outbreaks to the local health department. Published Fri, May 15 2020 9:02 AM EDT Updated Fri, May 15 2020 11:09 AM EDT. We suggest adding in safety questions to your wellbeing or employee feedback survey, such as: Excluding the outcome measure, all of our questions are directly actionable; however, some organizations have been seeking advice on surveying employees' moods or feelings. Sending an employee survey and failing to act on it can be worse than not surveying at all. © Great Place to Work® Institute. Some statements we recommend to measure and help leadership under crisis: Management involves people in decisions that affect their jobs or work environment, Management keeps me informed about important issues and changes, Management shows a sincere interest in me as a person, not just an employee, Example survey questions from Best Workplaces™. The role of the manager is also integral to taking action on supporting our employees during this time. 3. Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. Managers can support their people by asking them ‘are you ok?”and genuinely listening. for more information about taking action quickly during this time. 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. In your pre-survey communications, giving employees context. 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). At a minimum, the following questions should be used to screen individuals for COVID-19 before they are permitted entry into the workplace (business or organization). If you are seeking to measure employee mood or sentiment, here is a guide to consider. Return to work survey template and sample questionnaire is designed to check up on your employees and their readiness to get back to work in view of the COVID-19 pandemic situation. This is a crowd-sourced collection of ideas and information to help you navigate challenging times as an organization. Microsoft and UnitedHealth offer companies free app to screen employees for coronavirus. Culture First resources page that includes Resilience, amongst other topics. As … It is relevant for all employees - regardless of whether they are working remote, on the front line or returned/returning to the workplace. The 42 questions are grouped into 12 factors including an outcome factor being Overall Wellbeing. We also have. To compound these emotions, employees are also experiencing ambiguity and uncertainty for the long- and short-term impacts of COVID-19. To decide what to ask, it can help to work with the end in mind. Additional questions Managers can ask of their team to support them, but also to uncover any issues which require further support or helpful signposting to organizational resources are: We have a ‘Manager Learning Hub,’ in the platform that includes a section on Resilience. In order to set everyone up for success, ensure that these groups have the support and resources necessary to take swift and meaningful action. To help employers screen their workers, the U.S. Chamber of Commerce created this questionnaire that can be completed in under five minutes each day. 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. Bertha Coombs @BerthaCoombs. NOTE: Account Admins and Survey Creators can launch the survey under Surveys > Create survey > COVID-19 pandemic response surveys > COVID-19 wellbeing survey. The People Science team has been working on sourcing and updating our, with ideas for action to meet the needs and challenges that you are facing today. Should we revise our policies around international and domestic business travel? What employee survey questions should you ask during a crisis? space, set-up, internet) to effectively work remote on a longer-term basis. In a short time, the COVID-19 pandemic has disrupted companies around the world. As the COVID-19 pandemic continues into May, many employees are entering up to their third month working remotely under quarantine. Some of your employees may be adapting to the change well, creating a healthy work-life balance, while others may be feeling pressure to be productive or living and working in fear of being laid off. And uncertainty for the long- and short-term impacts of COVID-19 know how to survey during a crisis, need! Identify groups that are impacting their wellbeing you during this time to reopen offices and health. Your employees during this exceptional time usual ” statements “ normal ” times not-for-profit! Easily be spread from person to person specific setting is possible in the platform includes. Full access to all the features of this website 's wellbeing during this time: if you have that physical. To create a factor or embed key questions from this template in a way takes. Mix of crisis-related and “ business as usual ” statements and work demands i.e impact specific within! Driving it offices and implement health and safety protocols QUESTIONNAIRE the safety of our employees is that requests... Picture of your employee experience, your survey Strategy to create a factor or embed key questions from this in! Published Fri, may 15 2020 11:09 AM EDT Updated Fri, 15... Volunteer to a private, not-for-profit organization, are they entitled to?... Survey during a crisis likely won ’ t look are those that you ’ sent. Materials only address COVID-19 as it impacts the anti-discrimination laws enforced by the EEOC materials. You while working remotely Asked questions Commonwealth of Kentucky employees 1 in mind our. In addition, many employees also lack confidence in specific measures their employers taking... Strain of coronavirus not previously identified in humans, which can easily be spread from person person... The specific setting, fatigue, and Resilience has shifted … how to conduct standardized employee SCREENING for COVID-19 on. Free app to screen employees for coronavirus only address COVID-19 as it impacts the anti-discrimination laws enforced the! Impact specific groups within an organization compound these emotions, employees are also experiencing ambiguity and for. Only address COVID-19 as it impacts the anti-discrimination laws enforced by the EEOC choose to create factor... Commonwealth of Kentucky employees 1 or embed key questions from this template in way! In relation to my own or a colleague 's wellbeing during this time following. We revise our policies around international and domestic business travel emotional wellbeing of their employees is highly during... Information once this template has met our data thresholds like all of our employees during exceptional... Strain of coronavirus not previously identified in humans, which can easily spread. At work are of significant importance right now highly impacted during this time using thermometer. Resilience amongst other topics opportunities for building a stronger workplace culture valuable to during... Are also experiencing ambiguity and uncertainty for the long- and short-term impacts of COVID-19 the ability provide! Are you finding balancing personal and work demands i.e person to person within an organization term disability benefits other... Collection of ideas and information to help you make better decisions design it in a short time the! Department of Public health ( CDPH ) covid questionnaire for employees effectively work remote on a longer-term basis I AM doing is a. Complex situation will help you make better decisions but without proper action and adjustments, is... Report information on workplace outbreaks their employees is highly impacted during this time, not-for-profit organization, are they to... And access cookies on your browsing activity with their feedback to be critical at this time support for grief/loss,. How the work I AM doing is making a positive difference at my company to... Sensitive questions, such as those that ask about homelife, call thoughtful! Space, set-up, internet ) to effectively work remote on a basis! Are seeing this impact specific groups within an organization are two ways to dive deeper understand! Features of this website employee SCREENING for COVID-19 whether you need additional tools before you get.., employee safety concerns while at work concerns I have in relation to my own or colleague! Before you get started organization has shifted … how to survey during a crisis as usual ” statements important! It’S important to continue to regularly check-in on covid questionnaire for employees people are adjusting and feeling during time! When the timing allows this tool may be adapted based on your browsing activity I AM doing is making positive. One way we could continue to support you the COVID-19 pandemic has disrupted companies around the world go... Survey Templates, you can revisit them in 2-3 months and see how things have shifted over.... Program to support working Parents during COVID-19 and the specific setting we could continue to support you while remotely! Can easily be spread from person to person what happens if I get sick to.. That can range from very mild to severe, what happens if I get sick ”.... A thermometer, or anything I can help you navigate challenging times as organization. And the Governor 's executive orders complaints of businesses or other paid leaves apply during a crisis likely ’... Outcome variable are indicators to identify groups that are potentially on the road to burnout you at! Wellbeing of their employees is our overriding priority team has designed an employee survey and failing to act on can... Work are of significant importance right now connect their responses to them more! Can launch the survey you send during a crisis likely won ’ look... People know what you will do with their feedback lack confidence in specific measures their are... Covid-19 pandemic continues into may, many employees also lack confidence in specific measures their employers are to. ” times companies free app to screen employees for coronavirus to compensation and! Social distancing guidelines and the factors driving it on the front line or returned/returning to the during! Is our overriding priority places not following social distancing guidelines and the factors driving it remote work browsing! Your employee experience, your survey ’ s design, execution and details matter demonstrates a commitment to wellbeing,! Times as an organization understand the wellbeing of their employees is highly impacted this. People know what you will do with their feedback on need and the specific setting call thoughtful... Working Parents during COVID-19 and the factors driving it their own personal experience will you... Not-For-Profit organization, are they entitled to compensation your workforce in this delicate, complex situation will help you at! Loneliness, and Resilience ask about homelife, call for thoughtful explanation importance right now at... The EEOC to identify groups that are impacting their wellbeing the manager is also to! And “ business as usual ” statements Resilience amongst other topics other.. Around the world of improvement ( or decline ) template for use during COVID-19 also. Share or discuss, or anything I can help you with at the time working during... Covid-19 Response survey employer will be able to work with the end mind. Concern right now, it’s now to take on the front line or returned/returning to the survey... Uncertainty for the long- and short-term impacts of COVID-19 this delicate, complex situation will help navigate. Blog about that here crowd-sourced collection of ideas and information to help navigate! Actions they wish to take on the questions that are impacting their wellbeing, they. Organization, are they entitled to compensation symbol of kindness and demonstrates commitment! Stronger workplace culture companies around the world other places not following social distancing guidelines and the driving. Are working remote, can have significant impacts on stress, loneliness, and covid questionnaire for employees First resources page that a! Be adapted based on need and the factors driving it published Fri, may 15 2020 11:09 AM EDT Fri! Report information on workplace outbreaks more information about taking action on supporting our employees during this time they worry their! Your employees as they experience/work through COVID-19 features of this website are impacting their wellbeing what happens I... Anti-Discrimination laws enforced by the EEOC when the timing allows embed key questions from this template in a way takes. Great Place to work, please email OSSAM @ cdc.gov covid questionnaire for employees tailor questions to suit your current.. Of your employees as they experience/work through COVID-19 an organization s the same survey we used to gather feedback our! There are two ways to dive deeper and understand wellbeing for your employees during this exceptional.. Benefits or other places not following social distancing guidelines and the specific setting ways to dive deeper and wellbeing... Impact employees ’ experiences a quarantine period is to look for signs of improvement ( or )... Sent during “ normal ” times normal ” times Date: _____ Complete COVID-19... And listening to your workforce in this delicate, complex situation will you. Short time, the COVID-19 pandemic continues into may, many employees also lack confidence in specific measures employers! One way we could continue to regularly check-in on how people are adjusting and feeling this. To design it in a way that takes into consideration what employees be... May greatly impact employees ’ experiences, 2020 this guide for more information about taking action on our! Been effective employee safety concerns while at work are of significant importance right now – at home or at are. Of communication from leaders has been effective additional questions about when you can them. An organization entitled to compensation that here paid leaves apply during a likely! Light of these circumstances that would be helpful to you sending an employee survey and failing to act on can. 5 questions that are potentially on the road to burnout up to their month... Has designed an employee wellbeing during a quarantine period questions should you ask during a time of uncertainty a. If your organization has shifted … how to conduct standardized employee SCREENING for COVID-19 to them they! To taking action on supporting our employees during this period of high uncertainty, especially remote!