50 Mental health survey questions for employees at the workplace

Mental health - often an issue of social stigma. A subject many a time left untouched by managers and unresolved by most employees. With reports of mental health issues rising amongst employees, it is now a matter of serious concern in the workplace.

We, humans, are social beings. With so much chaos right after the COVID-19 pandemic, we are in a dilemma about whether to go out and socialize or scroll through the infinite loops of social media. This has also affected employees as they do not feel comfortable communicating their issues with managers and close ones.

This communication gap has piled up in unresolved emotion amongst the employees as well as the general population resulting in a deteriorating mental health condition. It is now critical to design a mental health survey with a robust questionnaire to check on employees’ mental health.

Issues affecting mental health are quite personal to us. We could be facing something terribly hard inside and suffering. The trigger points are very sensitive, hard to express, and deep-rooted.

Issues could relate to our personal insecurities, unachieved aspirations, or interpersonal relations. In case of an employee, it could be our difficulties with work, juggling personal and professional lives, financial problems, or a hostile work environment, to name a few. The battle with mental health is often silent but, it hits hard.

With the modern world evolving and us attempting to navigate through our mid-life crisis, it is only appropriate to conduct such a survey comprising a balance of technology and compassion. It comes down to the HR leader or direct manager to shoulder such a responsibility and create a healthy work environment.

Importance of mental health survey questions

Employee mental health is critical to a workforce's overall well-being and productivity. It is important to ask questions first to take a viable holistic approach. Much like when we visit a doctor, the diagnosis starts with a list of questions. The questions for the mental health survey stems from compassion and care, two pillars stem for good mental health.

Mental health surveys are important, and by conducting mental health surveys-

• Employers can gain useful insights into their employees' mental health and well-being.

• Leaders can detect possible concerns and take steps to address them.

• Companies can build a healthier, more productive staff and better mental health conditions among employees.

Mckinsey and company conducts extensive series of studies on employee mental health. One of the surveys by Mckinsey reveals the disconnect between employers and employees. Another study by the firm around mental health identifies employee burnout in Asia and emphasizes the need to act; calls it time.

One Mind, a workplace mental health research and advocacy leader, reports -

• 25% of the population worldwide suffers from mental health-related issues at least once in their lifetime.

• $3 Trillion is the global expense on issues related to mental illness.

• At least 66% of people fail to receive mental health-related care.

• 300 Million People worldwide are affected by depression.

Needless to say, the mental well-being of employees is at stake like never before. Mental health surveys are important, as they provide a necessary understanding of the situation. Also, these surveys add to the requirements of devising good mental care.

There are several other reasons a survey questionnaire is beneficial; let's look at some of them.

Benefits of a mental health survey questionnaire for employees

Mental health survey questionnaire has lasting benefits for employees and employers alike. It is the bridge that can keep the employee-employer relationship healthy and mutually beneficial.

In a study conducted by Deloitte, it has been observed that India Inc lost 14 billion on Employee mental health-related issues. The study also found that 80% of Indian employees face mental health-related issues. This can contribute to absenteeism and hamper the productivity of work.

A mental health survey questionnaire for employees can help employers detect symptoms early on. As rightly said- prevention is better than cure.

• Employers can identify and understand their employees' mental health needs and concerns by gathering information and can take steps to address and provide care for them.

• Employers can foster a better work environment. Employers may design policies that promote employee well-being by knowing mental health needs and concerns.

• Survey questions can improve retention and productivity, as when employees feel supported and cared for by their employer, they are more likely to stay.

• Employers can help reduce the stigma around seeking help for mental health issues by openly discussing mental health and providing support for employees who may be struggling.

Mental health survey questionnaire -

1. Do you feel overwhelmed by your work?

Yes
No
Sometimes
Often

2. Do you feel stressed about your work?

Yes
No
Sometimes
Often

3. Do you feel depressed or sad about your work?

Yes
No
Sometimes
Often

4. Do you feel that your work is not meaningful?

Yes
No
Sometimes
Often

5. Do you feel that your team or Manager does not support your work?

Never
No
Yes
Always

6. Do you feel that your work is not recognized or underappreciated?

Never
No
Yes
Always

7. Do you feel that your work is not challenging enough?

Never
No
Yes
Always

8. Do you feel that your work is not aligned with your personal goals and ambitions?

Never
No
Yes
Always

9. Do you feel you cannot balance your work and personal life?

Never
No
Yes
Always

10. Do you feel you have enough resources at work, such as mental health support, upskilling resources, and flexible work arrangements that support your well-being?

Never
Rarely
Sometimes
Always

Some open-ended questions may also be included to allow staff to give more detailed feedback.

11. Does my organization care about the mental health of its employees?

12. Does my organization encourage its employees to be physically active?

13. Do I always get positive vibes at my workplace?

14. Overall, can I be in a happy mood at my workplace?

15. My co-workers do not make me feel lonely at work. Do they?

16. Do I feel energized at work?

17. Do I feel a sense of belonging at work?

18. Does my work give me a feeling of accomplishment and pride?

19. Do I feel motivated by my strong connections with my colleagues?

20. Are you bored with your work?

Things affecting mental health include several issues from personal lives, financial stress, and the requirements of employees. Some questions to understand the state better -

21. I have an understanding of my mental health.

22. Mental health care and resources here meet my needs.

23. I rate my mental health on a scale of 0-10 -

24. I have difficulties with the tasks or work assigned to me.

25. I am not skilled enough to complete the task/ work profile assigned to me.

26. I am satisfied with my defined role.

27. Satisfied with available resources to meet professional development opportunities?

28. Is putting in extra work hours after the official work hours discouraged?

29. Do I have autonomy and control over my work?

30. I have a good work-life balance.

31. Does your work intrude on your personal ambitions?

32. Does the nature of your work make it harder to sustain personal relationships?

33. Have your personal relations caused a dis-balance in your work?

34. Are you doing more than what you’re being compensated for?

35. Does your salary cover your expenses?

36. Is the pay you’re receiving affecting your overall wellness?

37. Since joining the organization, how has your mental health changed?

Some questions to understand the person's current situation and mental health history to provide potential aid -

38. Do you have a history of PTSD?

39. Do you have common signs and symptoms of ADHD?

40. Do you face panic or anxiety attacks? If so, is it frequent?

41. Does your workplace trigger your mental health issues in some ways? If so, would you like to share?

Remote employees may face several mental health issues. Issues can include feelings of loneliness, isolation, and difficulty maintaining a healthy work-life balance. Job-related burnout, anxiety, and depression can also affect remote employees' mental health. It is essential to address these issues and seek support as needed.

Mental health questions to assess remote employees -

42. Do you feel lonely or isolated working remotely?

43. Do you feel like missing out on socializing?

44. Have you felt burnt out or exhausted from work?

45. Is work-related stress interfering with your sleep cycle?

46. Do you find separating your work and home lives difficult?

47. How often do you take breaks and disconnect from work?

48. Do you feel comfortable communicating about your well-being with your team or manager?

49. Have you got enough social connections?

50. What are common challenges you are facing as a remote worker? If any -

Ways to conduct an optimal mental health survey

Conducting a mental health survey that yields optimum results might seem daunting. Listed below are some ways and tools to make the task easier and more productive.

Pulse survey tool

Pulse survey tools are apps and software services for employee engagement. These tools can be used to send a set of questions to engage employees in meaningful conversation and get timely feedback.

Shown here is our Vantage Pulse Survey tool. Vantage Pulse is an eNPS-based pulse survey tool that empowers HRs to manage the workforce better.

If Vantage Pulse meets your interest, schedule a demo and come on board.

Direct Questionaire/One-One Questions

A personal and inclusive touch is benign to an employee's mental health survey. In such a case, a one-on-one survey might be useful. One-on-one surveys help build a manager-employee relationship. This survey method will equip employers with more information and a better understanding of the workforce's mental health conditions.

Asking employees to form questions

Get creative, one way to conduct a survey is by asking the employees to form a set of questions themselves. When a manager asks an employee to engage in such an activity, the incoming questions are very personal.

For example, the employee might come up with a question that actually is bothering their mental health. This will help managers better understand their employees' mental health conditions, resulting in improved mental health.

GAD 7 Scoring

General Anxiety disorder or GAD 7 score can be used in student, employee or patient-cousnellor mental health surveys. The scale comprises of 7 questions to measure the severity of anxiety amongs individuals.

The scale includes seven items tool, each rated on a scale from 'not at all' to 'very,' to 'almost every day'. A score is calculated based on how frequently symptoms such as anxiety, restlessness, difficulty concentrating, and fatigue are experienced. The total GAD score is determined by adding up scores for each item, with higher scores indicating higher anxiety levels.

The overall score is determined by summing the scores for each item, with 0-3 indicating mild anxiety, 4-9 suggesting moderate anxiety, and 10 or more indicating severe anxiety. As a result of this information, employees who may be struggling with anxiety can be identified and offered the appropriate resources and support.

Conclusion

The world, after the pandemic, is mentally straining. Several studies suggest that employee mental health issue is peaking like never before. Interpersonal relations, personal issues, and professional challenges bring in a lot of stress, affecting work life.

Such shifts in balance add more to the existing mental health issues. High time for employers to have stringent measures in place to prevent employees from further deteriorating mental health. And a survey with mental health questions responds to such needs. It helps employers better understand the state and detect possible trigger points for mental disorders.