Top 50 Employee Mental Health Survey Questions for 2024

Employee mental health is a critical concern in today's workplace. Mental health is often an issue of social stigma. A subject many a time left untouched by managers and unresolved by most employees. A staggering 1 in 5 adults in the United States experiences mental illness each year, and the workplace is a significant source of stress and anxiety.

"In the US alone, 57% of employees report experiencing mental health issues at work, costing companies $185 billion annually. Mental health surveys are no longer a luxury, but a vital tool for fostering a productive and healthy workplace."

Companies can create a healthier, happier, and more productive work environment by proactively addressing mental health through surveys and support systems.

This blog post explores the importance and benefits of employee mental health surveys and provides a comprehensive list of questions you can use to assess your workforce's well-being.

Why Mental Health Surveys Matter?

An employee mental health survey is essential for gauging employee well-being and identifying improvement areas. 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.

By creating a safe space for employees to express their concerns anonymously, leadership can gain valuable insight into potential mental health challenges.

The questions for the mental health survey stem from compassion and care; two pillars stem from good mental health.

Mental health surveys are essential, and by conducting these surveys-

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

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

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

McKinsey and the company conducted extensive studies on employee mental health. One of the surveys by Mckinsey reveals the disconnect between employers and employees. Another the firm by the firm on mental health identifies employee burnout in Asia and emphasizes the need to act; when called upon.

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.

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 and add to the requirements for devising good mental care and increase awareness.

Suggested Read: Mental Health Day Off from Work: When & How to Do It Right

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

7 Benefits of a Mental Health Survey Questionnaire

According to the World Health Organization, in 2019, 15% of working adults had mental disorders worldwide. Mental health surveys offer a multitude of benefits for both employers and employees.

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

Here are seven significant advantages:

1. Improved Employee Well-being

Surveys help identify employees struggling and needing support. Early intervention can prevent mental health issues from escalating and improve overall employee well-being.

2. Helps to identify stressors

Employers can identify specific stressors affecting their workers by asking the right questions. Depending on the nature of the stressor, organizations can tailor their support.

Suggested Read: 47 Unique Stress Management Activities for Employees

3. Reduced Absenteeism and Presenteeism

Employees who feel supported are less likely to miss work due to mental health concerns. Additionally, the ability to voice concerns can lead to increased engagement.

4. Enhanced Employee Engagement

Showing employees that you care about their mental health fosters trust and loyalty. Employers can also create a better work environment by knowing their employees' mental health needs and concerns and designing policies that promote employee well-being.

Suggested Read: Reimagining The Role of Leadership in Employee Wellness

5. Data-Driven Decision Making

Survey results provide valuable data to tailor employee wellness initiatives to address specific needs within the organization. Companies can use survey data to make informed decisions regarding workplace policies, benefits, and initiatives. It ensures that resources are allocated where they are most needed.

Suggested Read: How To Plan An Employee Wellness Survey & 15 Vital Questions

6. Reduced Healthcare Costs

By promoting mental well-being and identifying potential issues early, organizations can potentially reduce healthcare costs associated with mental health conditions.

7. Improved Company Culture

A workplace that prioritizes employee mental health creates a more positive and supportive work environment, attracting and retention. Survey questions can improve retention and productivity, as when employees feel supported and cared for by their employer, they are more likely to stay.

50 Best Mental Health Survey Questions For Your Employees

Creating a safe and non-judgmental space for employees is essential to maximizing productivity and improving employee satisfaction. A mental health survey allows employees to openly express their mental well-being, allowing organizations to identify potential mental health issues within the workforce.

By assessing employees' experiences, stress levels, anxiety, depression, and overall psychological well-being, organizations can identify individuals who may be at risk and provide appropriate support and resources. It would be best if you tailored the mental health survey questions to fit the unique aspects of the organization's culture, industry, and workforce.

Some mental health survey questions can be used in a workplace to assess employee well-being and mental health.

General Well-being

1. How would you rate your overall well-being in the workplace?

2. Have you experienced any significant changes in your mental health while working here?

3. Do you feel the company supports and prioritizes your mental health?

4. Do you feel overwhelmed by your work?

5. Is the pay you're receiving affecting your overall wellness?

6. Are you bored with your work?

Workplace Stress

1. On a scale of 1-10, how would you rate your overall stress level at work?

2. How often do you experience feelings of anxiety or burnout at work?

3. Do you feel comfortable taking breaks throughout the day?

4. To what extent do you feel supported by your manager and colleagues?

5. How satisfied are you with the resources available to you to manage stress?

6. Do you feel the company supports and prioritizes your mental health?

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

Work Environment

1. Do you feel overworked or manageable?

2. Do you feel you have clear expectations for your role?

3. Do you feel a sense of belonging at work?

4. Does your work give you a feeling of accomplishment and pride?

5. Are you doing more than what you're being compensated for?

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

Suggested Read: 7 Ways You Can Help Employees Dealing With Work Anxiety

Work-life Balance

1. Do you feel that you have a healthy work-life balance?

2. Can you disconnect from work during non-working hours and take breaks when needed?

3. Are you encouraged to use your vacation and personal days to maintain a healthy work-life balance?

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

5. Does your work intrude on your ambitions?

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

Suggested Read: From Burnout to Balance: 5 Steps to Enhance Employee Wellness and Work-Life Balance

Support and Communication

1. Do you feel comfortable discussing your mental health concerns with your supervisor or HR?

2. Are you aware of the mental health support resources available through the company, such as Employee Assistance Programs (EAP)?

3. Have your concerns and suggestions regarding mental health in the workplace been heard and addressed?

4. Do you feel you have a positive and supportive relationship with your colleagues?

5. Are there any interpersonal conflicts or challenging relationships at work that affect your mental well-being?

6. Do you feel lonely at work because of your coworkers?

7. Do you feel your team or manager does not support your work?

Training and Awareness Programs

1. Does your company provide enough education and information about mental health topics?

2. Have you ever received any training or resources for mental health at work?

3. Do you agree that your company's management prioritizes the mental health of its employees?

4. What changes would you make to your company's policies to encourage more positive mental health if given a chance?

5. Do you feel like you understand your mental health?

Influence of Social Media on Mental Health

1. How often do you check social media during work hours?

2. Does social media usage impact your stress levels at work?

3. Would you be interested in workshops on healthy social media habits?

4. Have you got enough social connections?

In order to provide potential assistance, here are some questions to ask about the person's current situation and mental health history -

1. Do you have a history of PTSD?

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

3. Have you ever experienced panic attacks or anxiety attacks? If so, how often does it occur?

4. How does your workplace affect your mental health? Is there anything you'd like to share if so?

5. How would you rate your mental health on a scale of 1-10?

6. Have you got enough social connections?

7. Do you have an understanding of your mental health?

8. Do you feel your work is not meaningful?

9. In general, do you feel that you can be happy at work?

10. Do you feel energized at work?

5 Ways to Conduct an Optimal Mental Health Survey

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

1. Pulse Survey Tool

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

Our Vantage Pulse survey tool is shown here. 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.

2. Direct Questionnaires/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 helpful. 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.

3. Asking Employees to Form Questions

Get creative. One way to conduct a survey is to ask 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, Employees might come up with a question that bothers their mental health. It will help managers better understand their employees' mental health conditions, improving their mental health.

4. GAD 7 Scoring

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

The scale includes seven items, 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 is 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 ten or more indicating severe anxiety. This information can help identify employees who may be struggling with anxiety and offer them the appropriate resources and support.

5. Employee Assistance Programs (EAPs)

Employee assistance programs provide confidential counselling and support to employees struggling with personal or work-related issues. Ensure employees are aware of these resources and encourage them to utilize them. Monitor the utilization rates to determine whether mental health support is needed.

Suggested Read: Vantage Fit: A Complete Solution to your Employee Wellness Program

Conclusion

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

Such shifts in balance add more to the existing mental health issues. It is high time for employers to have stringent measures in place to prevent employees from further deteriorating mental health. 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.

Frequently Asked Questions

1. What are close-ended questions for mental health?

Multiple Choice, Yes/No: Straightforward for quick responses. (e.g., Do you feel supported?) Scales intensity or frequency. (e.g., Stress level 1-10)

2. What questions to ask in a survey about depression?

Yes/No: Focus on core symptoms over past two weeks. (e.g., Low interest in activities?)

3. What are some survey questions on good health and well-being?

Ratings: Assess satisfaction with various aspects, Frequency: Track health habits. (e.g., Physical activity: Never - Always)