Workplace wellbeing survey
A short, anonymous team wellbeing check covering energy and workload, stress and support, balance, safety nets and morale - so you see burnout coming before the sick note arrives.
- Questions
- 15
- Reviewer time
- About 5 mins
- Typical cadence
- Quarterly
What this assessment is for
Wellbeing is usually measured after the fact, in absence figures and exit interviews. Asking the team directly, anonymously and regularly turns it into something you can act on while people are still in the building.
A team-level wellbeing check covering energy and workload, stress and support, balance, safety nets and morale. Pooled and unattributed, so people answer honestly. Run it quarterly alongside or between team pulses.
Who does what
The team's wellbeing and stress levels, not any one person.
Everyone you invite answers anonymously. Results are pooled.
Spotting burnout early, or after a busy period or change.
Reviewers: Everyone in the team - responses are pooled, never attributed.
What it measures
15 statements across 5 themes, each rated on a 1 to 5 scale.
Energy & workload
Whether the pace of work is sustainable.
Stress & support
How pressure is handled and what support exists.
Balance
Whether work leaves room for life outside it.
Safety nets
Whether people can speak up and get help early.
Intent & morale
How people feel about being here right now.
- The pace of work here is sustainable week after week.
- I can do my job properly within my working hours.
- I finish most working weeks with energy left over.
- When pressure rises, priorities are adjusted rather than just piled on.
- If I were struggling, I know exactly where to get support - and it would help.
- Stress is treated as a real issue here, not a weakness.
A sample of the 15 statements included.
Inside your report
What you get when the responses are in
- Scores across energy and workload, stress and support, balance, safety nets, and intent and morale
- Pooled, unattributed responses
- Early-warning indicators on burnout and attrition risk
- Where support exists on paper but not in practice
When to run it
- Quarterly wellbeing checks between team pulses
- After a peak period, an inspection or a major change
- Evidence for a wellbeing strategy or board report
- Teams where sickness absence or turnover is rising
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £7.50
- Typical cost avoided
- £1,650
- Break-even
- One avoided long-term absence pays for hundreds of surveys.
Including VAT, per assessment.
Annual cost of work-related stress per employee
- Work-related ill health accounts for millions of lost working days each year in the UK (HSE).
- Identifies the systemic pressure points - workload, control, support - rather than blaming individuals.
- Documented evidence that you assessed psychosocial risk, which matters if a claim is ever brought.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £7.50 including VAT, or use half an assessment credit if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Is the wellbeing survey anonymous?
Yes. Responses are pooled across the team and never attributed to an individual.
Should we run this instead of the team pulse?
They measure different things - how people are, versus how the team works. Many organisations alternate them each quarter.
Can we use the results in a board or HR report?
Yes. The themed scores and trend over time are exactly the kind of evidence a wellbeing strategy usually lacks.
Other workplace assessments
Onboarding check-in
Catch a bad start before it becomes a resignation.
Probation review
Walk into the probation meeting with evidence, not vibes.
Training impact
Prove that the training changed something.
Training needs analysis
Find the gaps before you spend the budget.
Customer service 180
How your frontline really comes across.
Team pulse
Eighteen questions that tell you how the team is really doing.
Inclusion & belonging
Does everyone actually get a fair shot here?
Exit insights
Leavers tell you what stayers will not.
Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£7.50 including VAT, or through your organisation's credit wallet.