Workplace Wellbeing support

Depending on how many questions you ask, your demographic data can tell you a lot about your employees and guide you on areas that may best suit their needs. 

If you ask a question on department/team area, you can also look at response rates for the different departments/ teams and identify which areas of the business have engaged more with the survey. But more importantly you can identify those areas that have not engaged and target them more next time.

The higher the response rate the better as you have a more accurate representation of what the employees need. For responses to be accurate we look for a minimum of 30% response rate, ideally spread evenly across different roles/teams in the business.

Use the demographic and team data to look to see if the results changed based on different groups – and identify if some groups have having worse experiences at work that others and use that to inform actions to address this. The wellbeing walkthrough provides steps you can take for each of these sections.

In response to: “How satisfied are you with your life?” an answer of 4 or less is considered low.

By comparing this result with: “How satisfied are you with your work life?” you can see whether work is positively or negatively impacting your employee’s lives.

There is no benchmark value to aim for with the questions on awareness, how to access, and uptake. It’s more down to a business’s preference. However we believe it’s important for employees to know what support is available for them and the higher the awareness, the better.  

The other really important question in this sections is “How likely are you to recommend {insert service name} to a colleague?” as this evaluates the quality of the service provided. This is measured by a net promoter score.  

Scores are grouped into three sets. A score of 9 or 10 are ‘promoters’, 7 or 8 are ‘neutral’ and 6 or less are ‘detractors’.

Neutral responses are ignored. The percentage of ‘detractors’ is subtracted from the percentage of ‘promoters’ to produce the net promoter score.  

This will be a value between -100 and 100. A net promoter score above 0 is considered good. A score above 50 is considered exceptional. A minus score suggests on the whole the service is perceived more negatively than positively. This will allow you to evaluate the quality of the service, informing whether you should continue to offer it or seek an alternative provider.

In 2022, 12.7% of England’s adults were smokers. The government has set a target that the UK will be smoking free by 2030, meaning less that 5% of people smoke. If your survey identifies smokers we recommend you developing an action plan to address this and promote a smoke-free workplace.

These three questions assess employee’s alcohol consumption and identifies those who may put their health at risk by drinking above the government’s lower guidelines. To score these questions, each answer equals a value: A = 0 Points, B = 1 Point, C = 2 Points, D = 3 Points, E = 4 Points.

Add up the total points from the three questions. A score of 5 Points or more indicates that people are drinking at increasing risk. The higher the score the greater the risk.  

If the number of employees at greater risk of alcohol consumption is above 25% we recommend doing some targeted work to reduce this. However, drinking alcohol is still risky for all employees and you should aim to reduce this number as much as possible.

In 2022, 32.5% of England’s adults were meeting the guidelines of eating 5 or more portions of fruit and vegetables per day.  

If your employees are above this, that is considered good. The higher the percentage, the better. If they are below this you should look to implement some targeted wellbeing support.

In 2022, 67.3% of England’s adults were physically active and meeting the guidelines of 150 minutes of moderate intensity activity per week.  

If your employees are above this, that is considered good. The higher the percentage, the better. If they are below this you should look to implement some targeted wellbeing support.

1 in 5 people in the UK aren’t getting enough sleep. Good quality sleep underpins good health and wellbeing, and they’re intrinsically linked.  

If you find more than 20% of your employees are having issues with their sleep, you should highlight support and signpost to self-help resources.  

Almost 8 in 10 UK employees take their money worries to work, affecting their performance.

Using the net promoter score based question “How well do you feel {insert business name} supports your financial wellbeing?” you can judge whether or not you need to provide more financial wellbeing support. The rest of the questions in this section should help provide clarity and give ideas as to what might work best for your employees.

The 5-item World Health Organization Index (WHO-5) is a reliable and valid instrument to capture mental health problems such as depression and anxiety.

Each statement is answered in a six-point scale from ‘at no time’ (0) through to ‘all of the time’ (5). 

To find the composite score, add together the total for the five answers for each respondent. This means a value of 0 represents the least healthy mental state and high risk of depression. A value of 25 represents the healthiest possible psychological state.  

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36% of working-age people in the UK are self-reporting they have at least one long term health condition. By supporting employees in the workplace we can help reduce the negative impact these long term health conditions have on their health and wellbeing, as well as preventing them from worsening. 

Each condition needs to be managed on an individual basis and employees must feel supported in the workplace in order for them to thrive.

This final question and responses will be very specific to your workplace and ways of working. Reviewing this feedback may give invaluable insight from an employee’s perspective and may have some really innovative ideas you haven’t considered yet.