It’s important to design it in a way that takes into consideration what employees may be experiencing at the time. Should we revise our policies around international and domestic business travel? 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. 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). Sending an employee survey and failing to act on it can be worse than not surveying at all. Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. How are you connecting to others? If individuals volunteer to a private, not-for-profit organization, are they entitled to compensation? For example, an organization that has had to furlough employees may tailor a survey to recognizing “survivors’ guilt” among their colleagues who remain. 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. Contact us about it today. Decide whether you need additional tools before you get started. Below we make suggestions for adjusting questions for remote work. Cleaning and Disinfection in the Workplace. Working during this period of high uncertainty, especially if remote, can have significant impacts on stress, loneliness, and resilience. In fact, according to a recent CIPD & People Management survey, of the 390 employers they surveyed, 63% listed general anxiety as their organization’s current main challenge. What is one thing the company can do to better support your wellbeing during this time? Wellbeing questions can go out at any time during COVID-19. 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. You can also choose to create a factor or embed key questions from this template in a broader Engagement or COVID-19 Response survey. What if someone in my family gets sick and I … If there was ever a moment for managers to make an impact, it’s now. COVID-19 | REMOTE WORK PSYCHOLOGICAL HEALTH & SAFETY | RETURN TO WORK EMPLOYEE SURVEY TEMPLATES . © Great Place to Work® Institute. COVID-19 Information for Employers and Employees Employee Screening for COVID-19 To help protect the public against the spread of COVID-19, it is strongly recommended that all employees perform a daily symptom assessment each day before work. 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. Check your temperature onsite using a thermometer, or take your temperature at home if a thermometer is not available onsite. Managers and teams can draw on for inspiration on actions they wish to take on the questions that are impacting their wellbeing. Current evidence, though still preliminary, suggests that … The coronavirus pandemic has impacted every aspect of life in Oregon and around the world. 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. 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. What is AB 685? 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. Sixty-five percent … When you incorporate quantitative statements, you can revisit them in 2-3 months and see how things have shifted over time. Discover how COVID-19 is impacting your employees. 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. 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. It was developed using research from our original. All Rights Reserved. As … 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. 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. Once you’ve determined that, let these best practices inform your questions: The idea here is to look for signs of improvement (or decline). If yes, are you willing to be flexible on the following? Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. ,’ in the platform that includes a section on Resilience. 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. Postponing surveys could erode trust, exacerbate employee anxiety, and bar opportunities for building a stronger workplace culture. B. Excluding the outcome measure, all of our questions are directly actionable; however, some organizations have been seeking advice on surveying employees' moods or feelings. The role of the manager is also integral to taking action on supporting our employees during this time. Is there anything the organization can do in light of these circumstances that would be helpful to you? A person’s race/ethnicity or nationality does not, itself, put them at greater risk of COVID-19. 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). COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it. In addition, many employees also lack confidence in specific measures their employers are taking to reopen offices and implement health and safety protocols. There is a high likelihood that, regardless of the actions the organization has taken, your employees have elevated levels of stress and concern. In your pre-survey communications, giving employees context. 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. To decide what to ask, it can help to work with the end in mind. We are here to answer your questions. Account Admins and Survey Creators can launch the survey under. Editor's note: If you also want to know how to survey during a crisis, we wrote a blog about that here.. What communication/updates would be valuable to you during this time? Check out our Culture First resources page that includes Resilience amongst other topics. If you have questions about wage and hour issues, the FLSA, the FMLA, OSHA, unemployment compensation, and the new Families First Coronavirus Response Act, or similar issues, please contact the U.S. Department of Labor, www.dol.gov. Fully customizable with no coding. It’s important to design it in a way that takes into consideration what employees may be experiencing at the time. looking after kids. By conducting a survey that measures aspects of personal wellbeing, as an organization you are sending a signal to your employees that you value their insight and plan to take action to help improve their experiences during this time. It’s essential that you let your people know what you will do with their feedback. 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. Published Fri, May 15 2020 9:02 AM EDT Updated Fri, May 15 2020 11:09 AM EDT. NOTE: The EEOC's materials only address COVID-19 as it impacts the anti-discrimination laws enforced by the EEOC. as well what we’ve seen to be critical at this time through working with our customers and community. In a short time, the COVID-19 pandemic has disrupted companies around the world. With this approach, we recommend including the following questions. We also have. This website will use cookies based on your browsing activity. NOTE: Account Admins and Survey Creators can launch the survey under Surveys > Create survey > COVID-19 pandemic response surveys > COVID-19 wellbeing survey. health care, retail, manufacturing), employee safety concerns while at work are of significant importance right now. If you want to get the fullest possible picture of your employee experience, your survey’s design, execution and details matter. 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. Did You Read Our Most Popular Company Culture Blogs of 2020? Come in earlier. 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…. 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. This is a crowd-sourced collection of ideas and information to help you navigate challenging times as an organization. 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. See our Privacy Policy for more details. Employee Name: _____ Date: _____ Time in: _____ Complete your COVID-19 Daily Self Checklist each day before starting work. We suggest adding in safety questions to your wellbeing or employee feedback survey, such as: Excluding the outcome measure, all of our questions are directly actionable; however, some organizations have been seeking advice on surveying employees' moods or feelings. How can managers support employee wellbeing? 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. It is a respiratory disease causing illness that can range from very mild to severe, 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). 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 … It is relevant for all employees - regardless of whether they are working remote, on the front line or returned/returning to the workplace. Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. The People Science team has been working on sourcing and updating our Action Framework with ideas for action to meet the needs and challenges that you are facing today. I can see how the work I am doing is making a positive difference at my company. Q. 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. All employees who are able to work from home should be working from home. Like all of our survey templates, you are able to tailor questions to suit your current context. It’s the same survey we used to gather feedback from our own Great Place to Work team. Incorporate quantitative statements The idea here is to look for signs of improvement (or decline). The 42 questions are grouped into 12 factors including an outcome factor being Overall Wellbeing. including an outcome factor being Overall Wellbeing. 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. Will I get paid for time off? In our ongoing effort to protect on-site employees, we have established a new practice: All employees should review a COVID-19 Daily Self Checklist before reporting to campus. You can unsubscribe at any time. In general, … Remember that, if you choose to amend questions and the intent of the question is changed, you will not be provided with external benchmark information. . 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. Coronavirus Guidance Frequently Asked Questions Commonwealth of Kentucky Employees 1. 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. 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). The role of the manager is also integral to taking action on supporting our employees during this time. 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. 3. We … Discover how COVID-19 is impacting your employees. What is your biggest concern right now – at home or at work? Empathizing with and listening to your workforce in this delicate, complex situation will help you make better decisions. 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). 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. Why measure employee wellbeing during this time? This tool may be adapted based on need and the specific setting. COVID-19 Return to the Workplace Survey Templates . However, This questionnaire is for confirmation purposes only. 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. What employee survey questions should you ask during a crisis? 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. How is your routine? space, set-up, internet) to effectively work remote on a longer-term basis. our People Science team has designed an Employee Wellbeing template for use during COVID-19. In your pre-survey communications, giving employees context. 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. 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. 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. We anticipate the ability to provide benchmark information once this template has met our data thresholds. In order to set everyone up for success, ensure that these groups have the support and resources necessary to take swift and meaningful action. What suggestions do you have that the organization should consider to restart our business when the timing allows? It’s important to continue to regularly check-in on how people are adjusting and feeling during this time. 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. Managers can support their people by asking them ‘are you ok?”and genuinely listening. 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. The survey you send during a crisis likely won’t look are those that you’ve sent during “normal” times. ; Requires the California Department of Public Health (CDPH) to publicly report information on workplace outbreaks. Thing the company can do to better support your wellbeing during this time note: if you are to! 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