The Happiness at Work survey is a quick, easy and affordable tool for organisations to measure and receive real-time feedback on how their strength areas and risk areas link together.
We are working with private, public and third sector clients who are looking beyond physical health, stress management or employee commitment to get to the drivers of rewarding jobs and great places to work.
This is where the research on well-being is state of the art. Our survey is uniquely grounded in the latest psychological findings and our dynamic model of well-being, which has been adopted by the Government Foresight project, Business in the Community and NICE. It is also aligned to HSE stress management standards.
Each question has been carefully selected to reflect what the evidence says impacts well-being at work and has been tested with thousands of respondents. Its features include:
- Instant results for real-time feedback
- A simple interface presenting results in traffic light colours
- National benchmarks automatically built into the questions, providing individuals, teams and organisations with an anchor point to understand and compare scores
- Tailored results-based advice to mobilise collective ownership, skills transfer and action
- Independence and confidentiality
We can also add bespoke or KPI questions and filter by chosen demographics.
Using data showing how positive, satisfied, competent, resilient, engaged and valued people feel in their daily working lives, we have placed people – and their experiences – at the core of the happiness at work survey.
Contact us to see how the happiness at work survey can be used to help your organisation achieve its goals.
We have identified three broad categories of survey support, which we have outlined below as an indication of our service offer.
Every survey licence is valid for one year.
Why the happiness at work survey is different to engagement surveys
The most commonly used staff survey is an engagement survey. Yet, research has found that 80% of the UK population who have undertaken a staff survey say it has made no improvement to their quality of life at work1. Why is this?
We find that organisations tend to give three main reasons for looking beyond engagement surveys:
- High engagement scores do not reflect the ‘general feeling on the ground’.
- An employee’s sense of their own well-being adds explanatory value to straightforward engagement surveys when it comes to understanding workforce productivity levels.
- Engagement surveys are increasingly met with scepticism by employees – who think their views are being sought solely for the benefits of the organisation.
So, what sets our survey approach apart? The research and statistical methodologies behind our survey are based on a decade of work at nef understanding how to reliably capture people’s feelings about themselves and the world around them and how to facilitate change to improve people’s well-being.
The tool places people – and the things known to support happy and rewarding work lives – at its centre. It looks at the whole system – the resources people bring to the job, the health of the organisation and how people experience day-to-day working life – so it can identify where and how to innovate to generate most value.
1 Data is based on a robust and representative sample of the UK workforce in October 2011. The question asked, “Do you feel the staff survey made a positive difference to your working life?” Possible answers included: “I have not done a staff survey”; “It made my working life worse”; It made no difference at all to my working life”; It made my working life a bit better”; “It made my working life a lot better”.