What is one thing our company can do to better support you while working remotely? While 75% of CFOs agree their company can quickly identify anyone exposed to a colleague who is sick with COVID-19, only 32% of employees … I can see how the work I am doing is making a positive difference at my company. 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. 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. Returning to the workplace during COVID-19 may greatly impact employees’ experiences. 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. I know where to raise concerns I have in relation to my own or a colleague's wellbeing during this time. 88% of employees believe that the frequency of communication from leaders has been effective. What if someone in my family gets sick and I … 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. In the process, we’ve identified several best practices for surveying during a crisis: Reassure confidentiality A common fear among employees is that their employer will be able to connect their responses to them. 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. When analyzing and taking action, make sure to review demographic spread of scores (e.g., caretakers, specific departments with increased workloads). 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. All employees who are able to work from home should be working from home. 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. This website will use cookies based on your browsing activity. 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. Sending an employee survey and failing to act on it can be worse than not surveying at all. It’s important to design it in a way that takes into consideration what employees may be experiencing at the time. They worry that their requests will seem ungrateful or harsh at a time when some are without jobs. How are you finding your current work environment? This does not mean that employees are currently burnt out, but without proper action and adjustments, it is possible in the future. Organizations gathering feedback on employee wellbeing during a time of uncertainty is a fantastic symbol of kindness and demonstrates a commitment to wellbeing. This ensures they will feel heard, cared for and willing to share with you again, contributing to the high-trust company culture you are working to create. 3. In your pre-survey communications, giving employees context. Consider making the following amendments: For some industries (i.e. We designed a 10-question pulse survey – based on nearly 30 years of studying employee experience – to use in times of crisis such as COVID-19. There are two ways to dive deeper and understand wellbeing for your employees during this time. How to conduct standardized employee screening for COVID-19. 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. Decide whether you need additional tools before you get started. Why measure employee wellbeing during this time? It’s important to design it in a way that takes into consideration what employees may be experiencing at the 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). When you incorporate quantitative statements, you can revisit them in 2-3 months and see how things have shifted over time. 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). A common fear among employees is that their employer will be able to connect their responses to them. This does not mean that employees are currently burnt out, but without proper action and adjustments, it is possible in the future. We … Often, we are seeing this impact specific groups within an organization. If your organization has shifted … Instructions in the tool should … 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). COVID-19 vaccine poses legal questions for employers, employees By: Michaela Paukner, Bridgetower Media December 28, 2020 1:40 pm A vaccine will, hypothetically at least, bring about a return of activities once considered normal — going to large gatherings, having drinks at a crowded bar, working in bustling office spaces. 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: These demonstrate flexibility and sensitivity to their situation. In general, … Sending an employee survey and failing to act on it can be worse than not surveying at all. Use a mix of crisis-related and “business as usual” statements. Coronavirus Guidance Frequently Asked Questions Commonwealth of Kentucky Employees 1. It’s the same survey we used to gather feedback from our own Great Place to … 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. B. It is a respiratory disease causing illness that can range from very mild to severe, Postponing surveys could erode trust, exacerbate employee anxiety, and bar opportunities for building a stronger workplace culture. 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. As … 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. Account Admins and Survey Creators can launch the survey under. Due to the COVID-19 pandemic, at this time employers may ask employees who work on-site, whether regularly or occasionally, and report feeling ill or who call in sick, questions about their symptoms as part of workplace screening for COVID-19. See our Privacy Policy for more details. We also have. With this in mind. 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). It’s the same survey we used to gather feedback from our own Great Place to Work team. A person’s race/ethnicity or nationality does not, itself, put them at greater risk of COVID-19. As a responsible and caring manager, you understand why it’s important to survey employees during this crisis: Surveying right now is not only wise, it’s crucial to help your business thrive through the current recession…… if you do it right, that is. 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. This back to work pulse questionnaire looks to understand the below aspects: - Workforce readiness to get back to work The remaining factors in the survey will be the questions that are potential - drivers of Overall Wellbeing, or in other words, the actionable ways to improve overall wellbeing at your organization, including: There are also comments and a section dedicated to understanding which specific wellbeing initiatives at your company are and would be of most benefit. Should we revise our policies around international and domestic business travel? Support resources (including support for grief/loss), Incorporating Wellbeing into your Survey Strategy. 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™. As the COVID-19 pandemic continues into May, many employees are entering up to their third month, Some of your employees may be adapting to the change well, creating a healthy, As a responsible and caring manager, you understand, It sends a message that you are here and you are listening, It’s an act of compassion that builds employee trust, It’s an essential source of business intelligence for navigating new unknowns, Surveying right now is not only wise, it’s crucial to help your business thrive through the current recession…. Like all of our survey templates, you are able to tailor questions to suit your current context. In addition, many employees also lack confidence in specific measures their employers are taking to reopen offices and implement health and safety protocols. 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. Is there anything you would like to share or discuss, or anything I can help you with at the moment? When you make clear that all responses are confidential, you create the psychological safety that encourages people to share their feedback openly and honestly, in a way they might not feel comfortable doing face to face. 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. As many researchers and practitioners have shared, there is a combination of emotions surrounding COVID-19;  firstly, worry for the health of themselves and their loved ones, and secondly, concern for global impacts on the economy, their own finances, and job security. EMPLOYEE COVID-19 SCREENING QUESTIONNAIRE The safety of our employees is our overriding priority. Come in … By using this website, you agree we may store and access cookies on your device. COVID-19 is a new strain of coronavirus not previously identified in humans, which can easily be spread from person to person. Contact us about it today. The role of the manager is also integral to taking action on supporting our employees during this time. 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 … 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. Managers and teams can draw on for inspiration on actions they wish to take on the questions that are impacting their wellbeing. Published Fri, May 15 2020 9:02 AM EDT Updated Fri, May 15 2020 11:09 AM EDT. There is a high likelihood that, regardless of the actions the organization has taken, your employees have elevated levels of stress and concern. COVID-19 Return to the Workplace Survey Templates . For information about COVID-19 and basic instructions to prevent the spread of disease, visit CDC’s COVID … Meet employees where they are The survey you send during a crisis likely won’t look are those that you’ve sent during “normal” times. It’s essential that you let your people know what you will do with their feedback. Current evidence, though still preliminary, suggests that … 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. 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. This will help you understand the experience across the organization and where action should be taken at the organizational level versus some other interventions that might be for a specific group or department. Editor's note: If you also want to know how to survey during a crisis, we wrote a blog about that here.. Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. 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. Select all that apply. for more information about taking action quickly during this time. 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. 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. 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. including an outcome factor being Overall Wellbeing. 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. It’s important to continue to regularly check-in on how people are adjusting and feeling during this time. COVID-19 | REMOTE WORK PSYCHOLOGICAL HEALTH & SAFETY | RETURN TO WORK EMPLOYEE SURVEY TEMPLATES . We also know that, because specific groups may be having differing levels of wellbeing, action might be best taken at the manager or team level. Below we make suggestions for adjusting questions for remote work. Empathizing with and listening to your workforce in this delicate, complex situation will help you make better decisions. What employee survey questions should you ask during a crisis? Working during this period of high uncertainty, especially if remote, can have significant impacts on stress, loneliness, and resilience. 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. If there was ever a moment for managers to make an impact, it’s now. Is there anything the organization can do in light of these circumstances that would be helpful to you? To compound these emotions, employees are also experiencing ambiguity and uncertainty for the long- and short-term impacts of COVID-19. This is a crowd-sourced collection of ideas and information to help you navigate challenging times as an organization. What is one way we could continue to support you? Examples of two situation-specific statements and one recurring one from our Trust Index survey: Include questions about management In times of crisis, leaders need additional support to balance the needs of their people, their organization and their own personal experience. Culture First resources page that includes Resilience, amongst other topics. Require regular communication with supervisor. Sensitive questions, such as those that ask about homelife, call for thoughtful explanation. 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. We anticipate the ability to provide benchmark information once this template has met our data thresholds. Discover how COVID-19 is impacting your employees. If an employer notices that an employee is distracted, that is not a sufficient basis to ask the employee specific questions about COVID-19 or to take the employee's temperature. 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). 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). 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. 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. How is your routine? Check out our Culture First resources page that includes Resilience amongst other topics. Give context Sensitive questions, such as those that ask about homelife, call for thoughtful explanation. The outcome factor is made up of 5 questions that measure. In times of crisis, leaders need additional support to balance the needs of their people, their organization and their own personal experience. 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). 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. Learn more about our COVID-19 combined benchmark here. They worry that their requests will seem ungrateful or harsh at a time when some are without jobs. What communication/updates would be valuable to you during this time? health care, retail, manufacturing), employee safety concerns while at work are of significant importance right now. Bertha Coombs @BerthaCoombs. 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. It’s essential that you let your people know what you will do with their feedback. When you make clear that all responses are confidential, you create the psychological safety that encourages people to share their feedback openly and honestly, in a way they might not feel comfortable doing face to face. However, You can run the survey stand alone. Cleaning and Disinfection in the Workplace. The 42 questions are grouped into 12 factors including an outcome factor being Overall Wellbeing. 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. As the coronavirus (COVID-19) pandemic continues, we are monitoring the situation closely and following the guidance from the Centers for Disease Control and Prevention and local health authorities. If you still have a large portion of your workforce working remotely and for an on-going period, you may choose to amend several questions to focus specifically on the remote experience. Will I get paid for time off? Discover how COVID-19 is impacting your employees. 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. 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. How are you finding balancing personal and work demands i.e. If you are seeking to measure employee mood or sentiment, here is a guide to consider. In order to set everyone up for success, ensure that these groups have the support and resources necessary to take swift and meaningful action. Wellbeing questions can go out at any time during COVID-19. 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. 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. Visit Frequently Asked Questions for more information. Can an employer disclose the identity of an employee who has tested positive for, or otherwise been … If you want to get the fullest possible picture of your employee experience, your survey’s design, execution and details matter. 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. This ensures they will feel heard, cared for and willing to share with you again, contributing to the high-trust company culture you are working to create. Design, execution and details matter, Statutes of 2020 and teams can draw on for inspiration on they. Creators can launch the survey under specific measures their employers are taking to reopen offices implement. During COVID-19 may greatly impact employees ’ experiences have significant impacts on stress,,! Fri, may 15 2020 9:02 AM EDT Updated Fri, may 15 2020 AM. Do with their feedback a commitment to wellbeing may 15 2020 11:09 AM EDT Updated,. 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