Employee Health & Wellness Survey Questions - 2025 Examples

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Employee wellness is no longer a peripheral concern–it’s a strategic priority directly tied to engagement, retention, and performance. Yet, many organizations still face serious challenges. 

According to Gallup, only 23% of employees worldwide are engaged in their jobs, and just one-third are thriving in their overall well-being. These shortfalls are not just personal. They’re financial, costing the global economy nearly $9 trillion annually in lost productivity.

Fortunately, there are proven ways to reverse this trend. One of the most effective is through regular wellness surveys. These tools empower employees to share candid feedback while giving organizations actionable insights to reduce stress, improve morale, and foster long-term engagement.

In this article, we’ll share high-impact sample questions you can use in your next employee wellness survey.

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Mental Health & Emotional Well-Being Questions

Maintaining good mental and emotional health is crucial for a productive work life. This section asks about how you feel, handle stress, and the support you receive for your emotional well-being at work.

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• Likert-scale: I often feel stressed or overwhelmed at work.
  
  
• Likert-scale: I have the emotional support I need at work (from colleagues, managers, etc.).
  
  
• Likert-scale: I feel comfortable discussing mental health or stress-related issues with my manager or HR.
  
  
• Multiple-choice: Are you aware of the mental health resources available through our company?
  
  
• Open-ended: What could the company do to better support your mental health and emotional well-being?

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Physical Well-Being Questions

Your physical health influences your energy and performance at work. This section asks about your physical comfort, activity level during the day, and any support you might need to stay healthy on the job.

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• Likert-scale: I consider myself to be in good physical health.
  
  
• Likert-scale: My work environment supports my physical health (e.g., ergonomic furniture and time for breaks).
  
  
• Likert-scale: I am physically comfortable throughout the workday without pain or strain.
  
  
• Multiple-choice: How often do you engage in physical exercise in a typical week?
  
  
• Open-ended: What could the company do to support your physical health or wellness?

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Job Satisfaction Questions

Job satisfaction is a key part of your overall well-being at work. This section asks about how satisfied you are with your role, including your sense of accomplishment and overall happiness in your job.

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• Likert-scale: I am satisfied with my job overall.
  
  
• Likert-scale: My work gives me a sense of accomplishment.
  
  
• Likert-scale: I would recommend this company as a great place to work.
  
  
• Multiple-choice: How likely are you to still be working at this company two years from now?
  
  
• Open-ended: What is one thing that would increase your job satisfaction?

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Workload & Stress Management Questions

Balancing workload and managing stress is important for long-term well-being. This section looks at how manageable you find your workload, your stress levels, and what support you have to handle work-related stress.

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• Likert-scale: My workload is reasonable and manageable within my normal work hours.
  
  
• Likert-scale: The organization provides sufficient support to help employees manage stress.
  
  
• Likert-scale: I can meet my work deadlines without feeling overwhelmed.
  
  
• Multiple-choice: Which aspect of your work causes you the most stress?
  
  
• Open-ended: What could the company do to help you manage stress or workload more effectively?

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Work-Life Balance Questions

A healthy work-life balance helps prevent burnout. This section covers how well you balance your job with your personal life and whether you feel supported in maintaining that balance.

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• Likert-scale: I am satisfied with my work-life balance.
  
  
• Likert-scale: I have enough flexibility in my work schedule to handle personal or family needs.
  
  
• Likert-scale: I can disconnect from work during my personal time.
  
  
• Multiple-choice: How often do your job demands interfere with your personal or family time?
  
  
• Open-ended: What could help improve your work-life balance?

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Financial Wellness Questions

Financial wellness can influence your stress and focus at work. This section covers how comfortable you feel with your financial situation and whether you need more support or resources to improve your financial well-being.

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• Likert-scale: My pay and benefits allow me to live comfortably.
  
  
• Likert-scale: I am concerned that my personal finances are affecting my work performance.
  
  
• Likert-scale: The company provides useful resources or benefits to help with financial wellness.
  
  
• Multiple-choice: Would you participate in financial wellness programs (like workshops or counseling) if the company offered them?
  
  
• Open-ended: What financial wellness support or benefits would you like the company to offer?

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Social Connection Questions

Feeling connected to others at work can improve morale and teamwork. This section explores your relationships with colleagues, your sense of community in the workplace, and opportunities for social interaction on the job.

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• Likert-scale: I have strong, positive relationships with my colleagues.
  
  
• Likert-scale: I feel a sense of camaraderie with my colleagues.
  
  
• Likert-scale: The company provides opportunities for social interaction and team bonding.
  
  
• Multiple-choice: How often do you socialize with colleagues outside of work-related duties?
  
  
• Open-ended: What types of activities or initiatives would help you feel more connected to your colleagues?

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Energy & Vitality Questions

Your energy level at work is a key part of your well-being and productivity. This section looks at how energized or drained you typically feel during the workday and whether you can recharge when needed.

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• Likert-scale: I feel energized and enthusiastic at work most days.
  
  
• Likert-scale: I can take short breaks to recharge when I need to during the workday.
  
  
• Multiple-choice: How often do you feel burned out or exhausted from your work?
  
  
• Open-ended: What could help increase your energy or reduce fatigue during the workday?

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Sense of Belonging Questions

Feeling like a valued part of the team is important for motivation. This section explores whether you feel included and appreciated at work and how strong your sense of belonging is in the organization.

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• Likert-scale: I feel a strong sense of belonging at my workplace.
  
  
• Likert-scale: I feel respected and valued by my colleagues.
  
  
• Likert-scale: The company culture fosters inclusion for all employees.
  
  
• Multiple-choice: Do you feel comfortable being yourself at work?
  
  
• Open-ended: What could the company do to help you feel more included or improve your sense of belonging?

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Access to Resources & Support Questions

Having the right resources and support helps you perform your job effectively. This section asks if you have the tools, information, and assistance you need at work and whether additional support might be necessary.

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• Likert-scale: I have the tools and equipment I need to do my job effectively.
  
  
• Likert-scale: I know where to find information or guidance when I have questions about my work.
  
  
• Likert-scale: When I encounter a problem at work, I can get help quickly.
  
  
• Multiple-choice: Are you aware of the employee support programs available (such as an Employee Assistance Program)?
  
  
• Open-ended: What additional resources or support do you need to do your job better?

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Career Growth & Development Questions

Opportunities for learning and advancement can boost engagement and retention. This section focuses on your prospects for growth at the company, including training, mentorship, and how supported you feel in developing your career.

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• Likert-scale: I have opportunities for career growth or advancement at this company.
  
  
• Likert-scale: I am satisfied with the training and professional development opportunities available to me.
  
  
• Likert-scale: My supervisor supports my professional development.
  
  
• Multiple-choice: Have you had a discussion about your career goals with your manager or HR in the last six months?
  
  
• Open-ended: What career growth opportunities or support would you like to see in the company?

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Recognition & Appreciation Questions

Feeling recognized for your contributions can greatly improve morale. This section covers whether you feel appreciated by your manager and team, how often you receive recognition, and what types of acknowledgment you value.

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• Likert-scale: I feel appreciated for the work I do.
  
  
• Likert-scale: My supervisor and colleagues recognize my contributions.
  
  
• Likert-scale: I am satisfied with the amount of recognition I receive.
  
  
• Multiple-choice: Which form of recognition do you find most motivating?
  
  
• Open-ended: What suggestions do you have for how the company could better recognize or reward employees?

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Meaning & Purpose Questions

Finding meaning in your work contributes to long-term fulfillment. This section explores whether your job feels purposeful and aligned with your values, and if you understand how your work contributes to larger goals.

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• Likert-scale: I find my work meaningful.
  
  
• Likert-scale: I understand how my work contributes to the overall success of the company.
  
  
• Likert-scale: I am proud of the work I do.
  
  
• Likert-scale: My role makes good use of my talents and skills.
  
  
• Open-ended: What could make your work feel more meaningful or purposeful?

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Common Questions About Employee Wellness Surveys

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1. How Often Should Wellness Surveys Be Conducted?

Wellness surveys should be conducted regularly to track employee well-being over time. While the frequency depends on your organization’s needs, a good rule of thumb is to run a quarterly or bi-annual survey. This allows you to gauge trends in wellness, identify emerging issues, and take action before problems become widespread. Pulse surveys (shorter, more frequent surveys) are also an option to check in more often, particularly on specific issues like stress levels or work-life balance.

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2. How Do You Increase Participation Rates?

Increasing participation requires making the survey easily accessible and emphasizing its importance. Consider these strategies:

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• Ensure anonymity to encourage honest feedback.
  
  
• Communicate the purpose of the survey clearly, explaining how feedback will lead to tangible improvements.
  
  
• Send reminders to encourage those who haven’t responded.
  
  
• Make it short and simple by focusing on key wellness areas to keep the survey manageable.
  
  
• Offer incentives like a prize drawing for those who complete the survey, to further encourage engagement.
  
  

3. Should the Survey Be Anonymous?

Yes, anonymity is essential for encouraging open, honest feedback. When employees know their responses are anonymous, they are more likely to share their true feelings about their well-being, workload, and mental health. Anonymity reduces the fear of retaliation and ensures that leaders get authentic data to improve the workplace. However, if you prefer named responses for more personalized feedback, you can offer the option for employees to leave their contact information voluntarily.

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4. How Do You Act on Survey Results?

Survey results are only valuable if they lead to actionable changes. After gathering feedback, analyze the data for trends and areas of concern. If certain teams or departments report higher levels of stress, for example, it may indicate a need for additional support or resources. Share high-level findings with leadership and develop an action plan based on the feedback.

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It’s also crucial to follow up with employees to let them know how their feedback is being used. This fosters trust and demonstrates that their well-being is taken seriously.

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How to Use PerformYard to Run a Wellness Survey

Once you have your wellness survey questions prepared, PerformYard can streamline the process of distributing the survey and collecting results. 

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In the PerformYard platform, you can navigate to the engagement or survey section to create a new survey. You can start from a template or build a custom wellness survey by adding your own questions from each key category.

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Additionally, PerformYard helps you let your employees know why this wellness survey is being conducted and how their feedback will be used. You can also use the platform to schedule the survey to go out at a convenient time and even set up automated reminders to boost participation rates.

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Once the survey period ends, PerformYard’s advanced analytics features can help you review the feedback. The platform will aggregate the data for each question to identify any patterns. You can use PerformYard’s analysis to make decisions based on real data instead of hunches or assumptions. Look for areas where scores are low or concerns are common (e.g. many people answered “Often” to feeling stressed).

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Running an employee wellness survey with PerformYard is straightforward. The platform handles the heavy lifting of distribution and data collection so you can focus on understanding the results and making positive changes. By regularly surveying your team and acting on the feedback, you’ll foster a culture that values and supports employee well-being.

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