Survey template · 5 questions
Employee wellbeing survey template
Wellbeing surveys ask the questions engagement surveys skip: is the workload sustainable, can people actually switch off, is it safe to raise problems, and do employees know where to get support when they are struggling. These four dimensions are the earliest measurable signals of burnout risk.
This template is designed as a periodic deep-dive to complement a daily pulse: the pulse detects that something is shifting, the deep-dive locates what. Because wellbeing answers are the most sensitive data an employer can ask for, MindSafe keeps every response anonymous and withholds results until at least five people have answered — in the whole organisation and within each team.
The questions in this template
Every question is editable in the survey builder before you activate — change wording, reorder, or add your own questions.
Q1 · Rating scale (1–5)
My workload is sustainable.
Q2 · Rating scale (1–5)
I can fully switch off outside working hours.
Q3 · Rating scale (1–5)
I can raise problems without fear of negative consequences.
Q4 · Rating scale (1–5)
I know where to get support when I am struggling.
Q5 · Open text · optional
What is currently the biggest source of pressure in your work?
When to use it
- Monthly or quarterly as a fuller wellbeing read alongside a daily pulse
- During high-pressure periods — launches, restructures, peak season
- When pulse scores dip and you need to identify the source of pressure
Frequently asked questions
- What questions should a wellbeing survey include?
- Cover workload sustainability, ability to disconnect outside working hours, psychological safety (raising problems without fear), and awareness of support channels — then one open question about the biggest current source of pressure.
- How is wellbeing data kept private?
- In MindSafe, wellbeing responses are never shown individually. Results are aggregated and gated behind a five-respondent minimum per group, transport and storage are encrypted, and data is anonymised on a GDPR-ready 90-day cycle.
- Wellbeing survey vs engagement survey — what's the difference?
- Engagement measures commitment and its drivers; wellbeing measures strain and capacity. A team can be highly engaged and quietly burning out — which is exactly the pattern a wellbeing survey exists to catch.
Run this survey with anonymous, privacy-floored results.
This template ships inside MindSafe alongside the daily burnout pulse. Book a guided two-week pilot — we handle setup, employee import, and training.
Book your 2-week pilot