We also know that, because specific groups may be having differing levels of wellbeing, action might be best taken at the manager or team level. NOTE: The EEOC's materials only address COVID-19 as it impacts the anti-discrimination laws enforced by the EEOC. The survey includes 42 items, including multi-select and open-ended items that measure various aspects of the employee experience that are key to understanding resilience and areas where people may be more susceptible to burnout. In your pre-survey communications, giving employees context. If there was ever a moment for managers to make an impact, it’s now. looking after kids. All employees who are able to work from home should be working from home. Coronavirus Guidance Frequently Asked Questions Commonwealth of Kentucky Employees 1. Employee Name: _____ Date: _____ Time in: _____ Complete your COVID-19 Daily Self Checklist each day before starting work. Is there anything you would like to share or discuss, or anything I can help you with at the moment? Once you’ve determined that, let these best practices inform your questions: It’s important to give employees a forum to share their thoughts in a way that paints a vivid picture of their experience.However, it’s rarely a good idea to ask people to write too much. I know where to raise concerns I have in relation to my own or a colleague's wellbeing during this time. Sixty-five percent … The outcome factor is made up of 5 questions that measure productivity, positivity, stress, fatigue, and resilience. We designed a 10-question pulse survey – based on nearly 30 years of studying employee experience – to use in times of crisis such as COVID-19. Published Fri, May 15 2020 9:02 AM EDT Updated Fri, May 15 2020 11:09 AM EDT. The People Science team has identified this measure to assist in identifying areas where employees may be struggling to maintain their wellbeing in a work context. To compound these emotions, employees are also experiencing ambiguity and uncertainty for the long- and short-term impacts of COVID-19. See our Privacy Policy for more details. Managers are being asked for more than ever before – they are directly looking after people’s wellbeing and resilience under uncertainty, while reacting and then operationalizing any changes (such as downsizing, working remotely) and running a productive team. © Great Place to Work® Institute. We also have. I am confident I can make progress in my career/goal aspirations, I have been able to maintain my physical health since, We have found meaningful ways to stay connected as colleagues, I have what I need (i.e. Instructions in the tool should … How are you finding your current work environment? Employees without COVID-19 symptoms may Editor's note: If you also want to know how to survey during a crisis, we wrote a blog about that here.. If your organization has shifted … Use a mix of crisis-related and “business as usual” statements. Explain your endgame No employee wants to take the time to share their feedback and criticism, only to find that the company merely files it away and never acts on it. Much of the content in these FAQs is derived from the Equal Employment Opportunity Commission (EEOC) guidance document entitled Pandemic Preparedness in the Workplace and the Americans with Disabilities Act. If the employer notices that the employee has a persistent hacking cough, the employer can ask if the employee has been to a doctor or if the employee has COVID-19. How to conduct standardized employee screening for COVID-19. What is your biggest concern right now – at home or at work? What is AB 685? I can see how the work I am doing is making a positive difference at my company. What suggestions do you have that the organization should consider to restart our business when the timing allows? This law: Requires employers to notify employees who may have been exposed to COVID-19 and to report workplace outbreaks to the local health department. With this in mind, our People Science team has designed an Employee Wellbeing template for use during COVID-19. As the COVID-19 pandemic continues into May, many employees are entering up to their third month, Some of your employees may be adapting to the change well, creating a healthy, As a responsible and caring manager, you understand, It sends a message that you are here and you are listening, It’s an act of compassion that builds employee trust, It’s an essential source of business intelligence for navigating new unknowns, Surveying right now is not only wise, it’s crucial to help your business thrive through the current recession…. Postponing surveys could erode trust, exacerbate employee anxiety, and bar opportunities for building a stronger workplace culture. COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it. Examples of two situation-specific statements and one recurring one from our Trust Index survey: Include questions about management In times of crisis, leaders need additional support to balance the needs of their people, their organization and their own personal experience. The 42 questions are grouped into 12 factors including an outcome factor being Overall Wellbeing. In your pre-survey communications, giving employees context. This is also an opportunity to share any resources and/or programs your organization may already have in place for employee wellbeing that teams and managers can utilize. It’s important to design it in a way that takes into consideration what employees may be experiencing at the time. The People Science team has been working on sourcing and updating our Action Framework with ideas for action to meet the needs and challenges that you are facing today. We don’t advocate for this as a process because this type of data is not inherently actionable by the organization, these types of measures often require intensive testing and validation for true insights, and asking employees to disclose information on mental wellbeing or emotional states requires a culture of extremely high trust. . Check out our Culture First resources page that includes Resilience amongst other topics. Synchrony Created a Virtual Summer Camp and After School Program To Support Working Parents During COVID-19. Will short term disability benefits or other paid leaves apply during a quarantine period? Advise the employee to quarantine, monitor for symptoms of COVID-19 including checking temperature twice a day, seek guidance from health care provider, and follow instructions from contact tracer and health care provider regarding testing etc. A useful way to do this is to ask yourself what would be the most helpful things for your organization to learn so you’re well-placed to support your employees better in the current climate. Fully customizable with no coding. What employee survey questions should you ask during a crisis? Some statements we recommend to measure and help leadership under crisis: Management involves people in decisions that affect their jobs or work environment, Management keeps me informed about important issues and changes, Management shows a sincere interest in me as a person, not just an employee, Example survey questions from Best Workplaces™. COVID-19 Information for Employers and Employees Employee Screening for COVID-19 To help protect the public against the spread of COVID-19, it is strongly recommended that all employees perform a daily symptom assessment each day before work. Managers and teams can draw on for inspiration on actions they wish to take on the questions that are impacting their wellbeing. This list represents a compilation of some of the more common questions regarding COVID-19 so far and addresses the strategies to consider and the legal parameters involved. EMPLOYEE COVID-19 SCREENING QUESTIONNAIRE The safety of our employees is our overriding priority. How are you connecting to others? While 75% of CFOs agree their company can quickly identify anyone exposed to a colleague who is sick with COVID-19, only 32% of employees … How are you finding balancing personal and work demands i.e. ,’ in the platform that includes a section on Resilience. When you incorporate quantitative statements, you can revisit them in 2-3 months and see how things have shifted over time. This is a crowd-sourced collection of ideas and information to help you navigate challenging times as an organization. Managers and teams can draw on for inspiration on actions they wish to take on the questions that are impacting their wellbeing. By using this website, you agree we may store and access cookies on your device. Wellbeing questions can go out at any time during COVID-19. If individuals volunteer to a private, not-for-profit organization, are they entitled to compensation? We suggest adding in safety questions to your wellbeing or employee feedback survey, such as: Excluding the outcome measure, all of our questions are directly actionable; however, some organizations have been seeking advice on surveying employees' moods or feelings. As a responsible and caring manager, you understand why it’s important to survey employees during this crisis: Surveying right now is not only wise, it’s crucial to help your business thrive through the current recession…… if you do it right, that is. The COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it. It’s essential that you let your people know what you will do with their feedback. More COVID-19 Information and Resources Stay up-to-date on COVID-19 in Washington, Governor Inslee’s proclamations, symptoms, how it spreads, and how and when people should get tested. In the process, we’ve identified several best practices for surveying during a crisis: Reassure confidentiality A common fear among employees is that their employer will be able to connect their responses to them. Culture First resources page that includes Resilience, amongst other topics. which drew upon well-known wellbeing models and concepts such as PERMA, subjective wellbeing, purpose, and the more recent work looking at resilience and mental health. What is one thing our company can do to better support you while working remotely? Q. like the ones above can generate answers that help you create an action plan to address employee concerns and improve your response to COVID-19. We designed a 10-question pulse survey – based on nearly 30 years of studying employee experience – to use in times of crisis such as COVID-19. We don’t advocate for this as a process because this type of data is not inherently actionable by the organization, these types of measures often require intensive testing and validation for true insights, and asking employees to disclose information on mental wellbeing or emotional states requires a culture of extremely high trust. If you are seeking to measure employee mood or sentiment. After you close the survey and analyze results, you must communicate results, sharing what you learned from the survey and what actions you are taking in response to employees’ feedback. It’s important to continue to regularly check-in on how people are adjusting and feeling during this time. Not only do your employees know best what they need, they will also have many of the ideas that are going to enable you to move beyond the current crisis. It is a respiratory disease causing illness that can range from very mild to severe, Below we make suggestions for adjusting questions for remote work. Additional questions Managers can ask of their team to support them, but also to uncover any issues which require further support or helpful signposting to organizational resources are: We have a ‘Manager Learning Hub,’ in the platform that includes a section on Resilience. The COVID-19 Wellbeing template can be used to understand the wellbeing of your employees as they experience/work through COVID-19. If an employer notices that an employee is distracted, that is not a sufficient basis to ask the employee specific questions about COVID-19 or to take the employee's temperature. Writing open-ended answers requires additional cognitive load that employees may not have available — especially in times of crisis where employees are processing extraordinary anxiety. Note: When we say “actionable”, we are referring to questions that one can take action on directly (e.g., if people are unable to access the systems they need working remotely, we can swiftly move toward providing access). For example, an organization that has had to furlough employees may tailor a survey to recognizing “survivors’ guilt” among their colleagues who remain. In fact, according to a. , of the 390 employers they surveyed, 63% listed general anxiety as their organization’s current main challenge. As uncertainty spreads through your leadership, HR department and every single employee, WorkTango is offering our free survey templates to help our community understand sentiment of employees and navigate through these unprecedented times. our People Science team has designed an Employee Wellbeing template for use during COVID-19. Often, we are seeing this impact specific groups within an organization. Come in … Employee COVID-19 Self Screening Questionnaire tracks the health condition of your employee and helps to take the precautionary measures to prevent the spreading of coronavirus in the workspace. Employees on the frontlines, like health care workers, will need acknowledgment that they are likely overwhelmed and may not have the capacity to respond to a survey: Recognize potential limitations in your communications, Offer alternative avenues for them to provide feedback (such as their supervisor or HR). In general, … Employees on the frontlines, like health care workers, will need acknowledgment that they are likely overwhelmed and may not have the capacity to respond to a survey: These demonstrate flexibility and sensitivity to their situation. Use a mix of crisis-related and “business as usual” statements We use a mix of our Trust Index™ survey statements – these are statements that almost 30 years of research tells us are key drivers of great company culture – with statements that you can design specific to the current climate. Require regular communication with supervisor. In fact, according to a recent CIPD & People Management survey, of the 390 employers they surveyed, 63% listed general anxiety as their organization’s current main challenge. 88% of employees believe that the frequency of communication from leaders has been effective. Employee COVID-19 Self Screening Questionnaire tracks the health condition of your employee and helps to take the precautionary measures to prevent the spreading of coronavirus in the workspace. Like all of our survey templates, you are able to tailor questions to suit your current context. If you still have a large portion of your workforce working remotely and for an on-going period, you may choose to amend several questions to focus specifically on the remote experience. As … survey statements – these are statements that almost 30 years of research tells us are key drivers of great company culture – with statements that you can design specific to the current climate. You can run the survey stand alone. Why measure employee wellbeing during this time? Cleaning and Disinfection in the Workplace. Fully customizable with no coding. If you want to get the fullest possible picture of your employee experience, your survey’s design, execution and details matter. It’s essential that you let your people know what you will do with their feedback. COVID-19 vaccine poses legal questions for employers, employees By: Michaela Paukner, Bridgetower Media December 28, 2020 1:40 pm A vaccine will, hypothetically at least, bring about a return of activities once considered normal — going to large gatherings, having drinks at a crowded bar, working in bustling office spaces. B. NOTE: Account Admins and Survey Creators can launch the survey under Surveys > Create survey > COVID-19 pandemic response surveys > COVID-19 wellbeing survey. A person’s race/ethnicity or nationality does not, itself, put them at greater risk of COVID-19. When analyzing and taking action, make sure to review demographic spread of scores (e.g., caretakers, specific departments with increased workloads). What is novel coronavirus? Some of your employees may be adapting to the change well, creating a healthy work-life balance, while others may be feeling pressure to be productive or living and working in fear of being laid off. The role of the manager is also integral to taking action on supporting our employees during this time. COVID-19 Return to the Workplace Survey Templates . Give context Sensitive questions, such as those that ask about homelife, call for thoughtful explanation. What if someone in my family gets sick and I … It was developed using research from our original Wellbeing survey which drew upon well-known wellbeing models and concepts such as PERMA, subjective wellbeing, purpose, and the more recent work looking at resilience and mental health, as well what we’ve seen to be critical at this time through working with our customers and community. Due to the COVID-19 pandemic, at this time employers may ask employees who work on-site, whether regularly or occasionally, and report feeling ill or who call in sick, questions about their symptoms as part of workplace screening for COVID-19. How is your routine? When you incorporate quantitative statements, you can revisit them in 2-3 months and see how things have shifted over time. Over the past 30 years, Great Place to Work® has helped countless companies design, deliver and execute their employee surveys, including during times of crisis such as the Great Recession. This questionnaire is for confirmation purposes only. Discover how COVID-19 is impacting your employees. This does not mean that employees are currently burnt out, but without proper action and adjustments, it is possible in the future. In order to set everyone up for success, ensure that these groups have the support and resources necessary to take swift and meaningful action. It’s the same survey we used to gather feedback from our own Great Place to Work team. Managers can support their people by asking them ‘are you ok?”and genuinely listening. What communication/updates would be valuable to you during this time? It’s important to design it in a way that takes into consideration what employees may be experiencing at the time. With this in mind. If you’re using an employee engagement survey to gauge that impact, make sure to focus on key performance drivers and ask questions that will truly surface whether employees feel motivated to put energy and effort into … What happens if I get sick? Check your temperature onsite using a thermometer, or take your temperature at home if a thermometer is not available onsite. Once you’ve determined that, let these best practices inform your questions: The idea here is to look for signs of improvement (or decline). This is vital because it: By designing an employee survey that addresses employees’ experience and needs during the pandemic will help you put your time, energy and resources in the right places. We anticipate the ability to provide benchmark information once this template has met our data thresholds. This back to work pulse questionnaire looks to understand the below aspects: - Workforce readiness to get back to work In times of crisis, leaders need additional support to balance the needs of their people, their organization and their own personal experience. Learn more about our COVID-19 combined benchmark here, Welcome to the Culture Amp Wellbeing survey, Guide to surveying on employee mood and feelings (if you absolutely must), Welcome to the Prepare for returning to the workplace survey template, Resources to support you and your employees during COVID-19, Welcome to the emergency response templates, Participant's guide to requesting feedback in an effectiveness survey, Import and prepare demographics to include in surveys, Guide to understanding survey result reports, Manager's guide to taking action on Engagement survey results. By conducting a survey that measures aspects of personal wellbeing, as an organization you are sending a signal to your employees that you value their insight and plan to take action to help improve their experiences during this time. This does not mean that employees are currently burnt out, but without proper action and adjustments, it is possible in the future. However, If there was ever a moment for managers to make an impact, it’s now. Bertha Coombs @BerthaCoombs. The survey you send during a crisis likely won’t look are those that you’ve sent during “normal” times. Visit Frequently Asked Questions for more information. They worry that their requests will seem ungrateful or harsh at a time when some are without jobs. Incorporate quantitative statements The idea here is to look for signs of improvement (or decline). Consider making the following amendments: For some industries (i.e. Organizations gathering feedback on employee wellbeing during a time of uncertainty is a fantastic symbol of kindness and demonstrates a commitment to wellbeing. There are two ways to dive deeper and understand wellbeing for your employees during this time. Just over half of employees (54%) strongly agree that, considering the recent impact of COVID-19 on their job, they feel well-prepared to do their work. Will I get paid for time off? Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during this exceptional time. What is one thing the company can do to better support your wellbeing during this time? Remember that, if you choose to amend questions and the intent of the question is changed, you will not be provided with external benchmark information. You can also choose to create a factor or embed key questions from this template in a broader Engagement or COVID-19 Response survey. When you make clear that all responses are confidential, you create the psychological safety that encourages people to share their feedback openly and honestly, in a way they might not feel comfortable doing face to face. If you have questions about wage and hour issues, the FLSA, the FMLA, OSHA, unemployment compensation, and the new Families First Coronavirus Response Act, or similar issues, please contact the U.S. Department of Labor, www.dol.gov. The COVID-19 pandemic has upended workforces and workplaces, creating lasting change in trends that directly impact employees’ engagement and productivity. In relation to my own or a colleague 's wellbeing during COVID-19 to get the fullest possible picture your. Evidence, though still preliminary, suggests that … should we revise our around... 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