Company Wellbeing And How To Ensure You Ask The Right Questions

It is thought that the average person can spend up to 13 years at work (not continuously!). When you consider how much quality, dedicated time you spend with friends and family (maybe one day a week?), it is quite a staggering figure. 

This is why talk about mental health in the workplace should not just be a quest to keep up with HR trends, it should be a genuine concern for business owners. There is no underestimating the importance of checking in with your employees on a regular basis, particularly using anonymous communication channels and feedback surveys

Simply checking in is not enough though; you need to ensure you ask the right questions. Here are some ideas for questions to ask when considering your people’s wellbeing:

1. How do you feel within your team? Is there anything you’d like to change?

Employees are more likely to consider jumping ship from an organisation if they don’t feel that they are settled or the ‘right fit’ in a team. There can be all kinds of reasons for this, but it is good to get to the heart of how an employee is feeling. 

For instance, they may be feeling isolated, over-stretched or unsure of what is expected of them. It is crucial to understand how employees feel they fit into their team and how they’d like this to improve.

2. Do you understand your role and where it fits into the wider goals of the organisation?

For employees to feel that they are important to an organisation, they need to be aware of their role and how it fits into the wider goals of the organisation, otherwise they are just coasting along.

Asking this question will give you a better understanding of how much your employees know about where the organisation is heading and gives you the opportunity to improve communication on this subject where it may be lacking. It is particularly important for small, growing businesses. 

3. Do you feel there are opportunities to grow in the organisation?

Ambitious employees will always look for other opportunities if they feel that they have reached the pinnacle of their progression in an organisation. Perhaps you can’t offer them any new opportunities, but it is a good idea to gauge how they feel about progression and where they stand within the organisation.

4. Describe the culture within the organisation in five words

It can be difficult for business owners to truly understand the culture within their organisation, unless they take the time to ask their people. You may not particularly like what you hear but it is crucial to find out. 

Culture is one of the most important factors, alongside salary and progression, which will determine your ability to retain key talent within your organisation. No matter how bad it may be, there is always the opportunity to turn things around.

5. How do you feel about your manager and how they motivate you?

When it comes to leaving a job, it is not just a decision made because of lack of opportunities or a lower-than-expected salary. In fact, as many as 2 in 5 employees will leave their job because of what they consider a bad manager. Managers play a significant part in how an employee feels and how motivated they are.  A negative experience will see many of them head for the nearest exit! 

To maintain your employees mental health and wellbeing, you must strive to find out how they feel about their manager. Do they motivate them or is the opposite true? With this knowledge, you can determine whether additional training is required for the manager or indeed, whether they are right for the job.


Our surveys can help you ask those all-important questions to employees, while remaining anonymous if they choose. You can find out more by calling 01223 750251 or email or visit

Photo by Brooke Cagle on Unsplash

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