5 Workplace Mental Health Questions To Include In Employee Pulse And Employee Engagement Surveys

Updated: Mar 4


 

Bernie Wong, Manager of Research & Design, Mind Share Partners

Nina Tomaro, Marketing and Communications Lead, Mind Share Partners



A recent survey of 12,000 employees, managers, HR leaders and C-level executives across the globe found that up to 89% reported that their mental health had been negatively impacted by the pandemic. Now, mental health is at the top of workplace agendas, including executives' agendas, and employers are investing more in supporting employee mental health through workplace mental health training initiatives, employee benefits, employee resource groups, and other programs.


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Global investment firm, BlackRock, is among a growing number of organizations conducting regular pulse surveys throughout the pandemic to better understand how their employees are doing in the moment and over time. In a Harvard Business Review article, Mind Share Partners’ Kelly Greenwood and Natasha Krol highlight that at BlackRock “direct employee input has helped shape new programs, including remote management skill-building for managers, enhanced health and well-being support for employees, and increased work flexibility and time off.”


There are many benefits to regular measurement and collecting employee feedback:

  • Understand your culture and exactly what its strengths and challenges are. Is it a lack of safety in accessing resources? Or lack of preparedness by managers to respond to mental health conversations?

  • Evaluate what programs, processes, policies, and resources are working and what needs to be improved.

  • Maintain accountability to outcome goals, particularly when findings are shared with senior leaders and integrated into business goals.

  • Communicate and signal to the rest of employees that your organization is taking action for workplace mental health.

Mind Share Partners created this guide, informed by academic research and industry