Running Your Own Staff Wellbeing Survey

Planning the process

The survey is just one part of a whole pre-planned process that begins before any data collection. Schedule the survey launch date first and this allows you to work backwards to your current time and forwards beyond the survey to ensure every step in your feedback journey is considered.

I am regularly asked, “When is a good time to run a survey?” The problem being there is no optimum time, there is always something else going on, quiet times simply do not happen in schools anymore. So instead find a usual week and avoid those where workload is even higher, for example those with parent consultations, report writing, or important academic deadlines.

Developing questions

Ideally, your questions should be evidence based and independently evaluated, for example for their psychometric qualities. The questions ideally need to examine the key areas for workplace wellbeing – areas that leaders can address and have the greatest impact on the culture and working environment of the school.

One excellent resource is the Health and Safety Executive’s Indicator Tool which focuses on six primary stressors identified in the Management Standards approach. The questions are based on the best available evidence linking work design to health outcomes. It is also freely available. The ‘What Works’ wellbeing question bank also has available questions.

Effectively administering the survey

Obtaining a high response rate ensures the survey results correctly reflect the situation in the school. For this type of survey a response rate of over 50% is adequate; over 60% desirable; over 70% good and above 80% very good. When working with schools, we always aim to achieve a minimum of 80%, though it may not always be possible, particularly in larger schools. Any response rate less than 50% provides data that is only indicative and not truly representative.

To help promote participation it is important to get the balance right between encouragement and pressure to take part - the latter will probably mean less open responses. To encourage good uptake, staff should feel it is important, that their views matter and will be listened to and acted on.

Here are some points for consideration during the survey process:

• Publicise the survey, engage with staff and include supportive comments from the CEO, principal, headteacher and other senior leaders
• Ensure all staff understand the purpose of the survey and why their input is important
• Explain the whole process, when the survey is scheduled, when they will receive feedback on the results and how the findings will be addressed
• Ensure line managers understand the process and encourage their staff to participate
• Assign time during the working day to complete the survey. Ideally the survey should be designed to take no longer than 10-15 minutes
• Continue to publicise the survey throughout the process
• Provide contact for questions or support.