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Wellbeing template

Employee Wellbeing Check-in Template

A brief wellbeing check-in covering energy, stress, sleep, workload sustainability, support and whether people know where to turn. Short enough to run monthly without fatigue, and written to avoid clinical framing while still surfacing real signal.

12 questions 3 min to complete Monthly or quarterly All employees
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When to use it

Use it as a light monthly companion to your engagement pulse, or quarterly on its own. If scores drop, follow up with the fuller burnout risk template rather than adding more questions here.

The full question set

Copy these as they are, or adapt the wording to your organisation — just keep it identical between waves, because changing a question resets its trend line.

Overall

  • 1.How would you rate your overall wellbeing at work right now?1–5 scale

Energy

  • 1.I have the energy I need to do my job well.1–5 scale

Stress

  • 1.My stress level at work is manageable.1–5 scale

Recovery

  • 1.I am generally sleeping well.1–5 scale
  • 2.I can take a break during the day when I need one.1–5 scale

Sustainability

  • 1.My current pace of work is sustainable for the next six months.1–5 scale

Support

  • 1.I feel comfortable telling my manager when I am struggling.1–5 scale
  • 2.I know what wellbeing support is available to me here.1–5 scale
  • 3.I have someone at work I can talk to honestly.1–5 scale

Culture

  • 1.This company genuinely cares about employee wellbeing.1–5 scale

Open

  • 1.What is affecting your wellbeing at work most right now?Open text
  • 2.What would help most?Open text

How to run it well

  • Keep it genuinely short — a long wellbeing survey is itself a demand on people who are already stretched.
  • Put your employee assistance and mental-health resources on the closing screen every time.
  • Report at team level and above only, with a minimum of five responses.
  • Look at the trend across three waves before drawing conclusions; single readings are noisy.
  • Respond with something concrete — meeting-free blocks, workload rebalancing, genuine time off — not a webinar.

Questions people ask

How often should we run a wellbeing survey?

Monthly if it is this short, quarterly if it is longer. The constraint is not survey fatigue so much as action fatigue: only ask as often as you are genuinely willing to respond, because asking and ignoring is worse than not asking.

Is it appropriate for an employer to ask about wellbeing?

Asking about wellbeing at work is appropriate and useful. Asking about clinical symptoms, diagnoses or medication is not — that crosses into health data, carries legal obligations in most jurisdictions, and is not something an employer should hold. This template deliberately stays on the work side of that line.

What do we do if someone discloses a crisis in a free-text answer?

Decide this before you send, not after. In a properly anonymous survey you cannot identify the person, so the correct design is to display crisis and support resources prominently on the survey's closing screen and in the invitation — reaching everyone, including whoever needed it.

Related templates

Wellbeing

Spot exhaustion before it becomes resignation

Engagement

The 15-question monthly pulse

Ways of working

What distributed teams need that co-located ones don't

Read next

Resource

Employee Wellbeing Survey Questions: 50 Questions for a Healthier Workplace

Resource

Employee Burnout Survey Questions: 40 Questions to Identify and Prevent Burnout

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