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18 questions for a workplace mental health questionnaire

Just like physical health, everyone has mental health. And just like physical health, we can be more mentally healthy some days than others. In fact, mental health is often seen as a continuum, with mental illness and disorders on one end and good mental health, or mental wellbeing, on the other. But what does good mental health look like? And how can we find out where our employees sit on the continuum?

Employee answering mental health questionnaire from home

Being mentally healthy may look different from one person to the next. But people that are in good mental health are normally able to:

  • lead meaningful and satisfying lives at and outside of work
  • be resilient and cope with the stresses of everyday life
  • be confident and feel good about themselves
  • manage and express their emotions
  • build and maintain relationships
  • feel in control

Remember that everyone moves along the mental health continuum over time. Of course, we all feel sad, stressed or anxious from time to time. And how we feel at any given time can depend on many different factors. Genetics, pressures at work and what’s going on in our personal lives can all affect our mental state. Problems arise when our emotions impact our ability to function. And if left unresolved and untreated, periods of poor mental health can develop into mental illness. To prevent this from happening to your employees, it’s a good idea to assess the state of mental health in your workplace. A mental health survey is a great way to do this. Surveys can also help you understand how to better support employees with mental health problems or illnesses.

Supporting staff mental wellbeing is well worth your while. After all, investing in mental health support leads to fewer absences and lower staff turnover. And a mental health questionnaire is an excellent place to start.

Mental health questionnaires come in all shapes and sizes. They may be short and sweet or delve deeper into the myriad factors affecting mental health. But from a human resources perspective, the main aim of a mental health survey is to gauge the state of employee mental wellbeing. You can also use it to determine whether the support you provide is up to scratch. For instance, do staff know about the support available? Does it meet their needs? Asking these questions will help you identify any gaps.

There is a whole raft of mental health survey questions to choose from. But make sure you don’t get carried away. Keep it succinct to ensure high completion rates.

Why not use the SurveyMonkey mental health survey template to get you started? Then have a browse through the 18 sample survey questions about mental health below. There may be some you want to add in.

Questions related to an employee’s role ask how fulfilling or challenging their role is. Essentially, are they able to do their job? Do they need more support or training to do their job?

  1. Are you satisfied that you have a clearly defined role and responsibilities?
  2. Do you have the abilities and skills you need to meet the demands of your job?
  3. How satisfied are you with the available training and professional development opportunities?
  4. How many hours outside the office do you devote to work projects?

It’s important to ask how employees perceive their own physical and mental health. And to understand whether the support your organisation provides meets their needs.

  1. How many days a week do you take part in any sport or physical activity?
  2. During a usual week, do you have more than 14 units of alcohol?
  3. How would you describe your mental health?
  4. Do you feel you have enough opportunities to look after your health and mental wellbeing before, during or after work?
  5. On a scale of 1 to 10 (10 being the highest), how would you rate your stress levels at work?
  6. How satisfied are you with the mental health support provided by the organisation?
  7. How comfortable do you feel discussing mental health issues with your line manager?

These questions involve understanding communication within your organisation. Is it straightforward? Does it do the job? And how does all this affect your staff?

  1. Are you satisfied that your line manager will listen to your concerns and take appropriate action?
  2. Are you satisfied with the way people usually communicate with you?

Relationships with peers and line managers can significantly affect staff wellbeing. So it’s helpful to identify any issues in this area.

  1. How satisfied are you with the relationships you have with colleagues?
  2. To what extent do you and your colleagues work together in a supportive and collaborative way?

The aim of these questions is to find out whether employees feel they have control over their work. And how they work. It’s also worth asking questions about work-life balance within your organisation. For instance, how is it perceived? And do people walk the talk?

  1. Do you think that excessive working hours are discouraged at your workplace?
  2. Are you satisfied with the amount of influence you have over decisions related to your job?
  3. Do you feel that having a work-life balance is valued within the organisation?