Your leadership tasks before and during a well-being survey
Prior to your well-being survey, it's a good start for you as a leader to consider what a well-being survey could mean for your department.
You should particularly familiarize yourself with the survey's content and wording so you can assist in clarifying any questions. Building a good relationship is important both before, during, and after the survey.
Encouraging your employees to participate in the survey is crucial. You should help communicate the company's mission to improve well-being in the workplace. It's also important that you complete the survey yourself. This serves as a positive example and also helps maintain or enhance your own well-being.
Leadership Communication
Leading up to the survey period, you should communicate the strategic purpose of the survey and encourage your employees to participate.
During the survey period, it's important to prioritize being visible, present, and accessible to your employees. Additionally, communicate how you plan to follow up on the survey - whether it's through department meetings or one-on-one discussions.
Below, you can download a series of email templates that can inspire your written communication with the team before and during the well-being survey. Remember to also bring up the well-being survey in your daily conversations with employees, during meetings, and in one-on-one interactions.
At the bottom of the page, you'll find a set of reflection questions that can provide you with greater clarity before the survey - as well as a checklist for your discussions with employees.
QUESTIONS FOR YOU AS A LEADER
- What experiences do you have with well-being surveys in your leadership role so far?
- What do you anticipate to be the greatest challenge and benefit for your team in conducting a well-being survey?
- How have the themes from the four well-being areas in EVI played a role in your conversations with your employees thus far?
- What narrative do you want to convey to your employees about the importance of having frequent well-being surveys?
- How do you plan to communicate information about the well-being survey and its follow-up to your employees?
- What reactions do you expect from your employees after the survey? From your colleagues? From yourself?
CHECKLIST FOR YOUR COMMUNICATION
- Explain the company's purpose behind the well-being survey.
- Express your own intentions for conducting the well-being survey.
- Encourage your employees to participate, but stress that it's voluntary.
- Highlight that the survey is anonymous.
- Inform employees that they can approach you if they have questions about the well-being survey.
- Schedule a follow-up meeting - preferably before the survey concludes.
Looking for more information?
Need leadership guidance?
Consultation with an AS3 leadership consultant is included in your company's subscription to the EVI well-being measurement.
Write directly to Trivselsraadgiver@as3.dk - and we'll call you back.
