Employee Wellbeing Pulse Surveys
How to use pulse surveys to monitor employee wellbeing, catch signs of burnout early, and show your people you genuinely care about their mental health.
Employee wellbeing isn't just a nice-to-have—it's a business imperative. Burned out employees are less productive, more likely to leave, and can affect their colleagues' morale. Pulse surveys help you monitor wellbeing proactively.
Why Monitor Wellbeing with Pulses?
- Early warning system: Catch signs of burnout before employees reach breaking point
- Normalise the conversation: Regular check-ins make it okay to talk about wellbeing
- Track interventions: See whether wellbeing initiatives are actually working
- Identify hotspots: Find which teams or roles are under the most pressure
- Show you care: Asking about wellbeing demonstrates genuine concern
Key Wellbeing Questions
Workload & Stress
"My workload is manageable this week."
Direct measure of current workload stress.
"I've been feeling stressed at work lately."
General stress indicator (reverse scored).
"I have enough time to complete my tasks to a good standard."
Quality vs quantity pressure.
Work-Life Balance
"I'm able to maintain a healthy work-life balance."
Overall balance assessment.
"I feel able to disconnect from work during off-hours."
Boundary setting and recovery.
"I get enough rest and recovery time between work days."
Physical and mental recovery.
Burnout Indicators
"I feel energised by my work."
Energy and vitality (low scores signal burnout risk).
"I feel emotionally drained by my work." (reverse scored)
Emotional exhaustion indicator.
"I'm still enthusiastic about my role."
Cynicism check (loss of enthusiasm is a burnout symptom).
Support & Resources
"I know where to get help if I'm struggling."
Awareness of support resources.
"My manager supports my wellbeing."
Manager role in wellbeing.
"The organisation genuinely cares about employee wellbeing."
Perception of organisational commitment.
Interpreting Wellbeing Data
Warning Signs to Watch For
- Sudden drops: A sharp decline in wellbeing scores warrants investigation
- Persistent low scores: Sustained poor wellbeing indicates systemic issues
- Team variations: One team significantly lower may indicate management issues
- Seasonal patterns: Year-end, month-end, and project deadlines often affect wellbeing
- Diverging metrics: Low wellbeing with high productivity may indicate unsustainable work practices
Responding to Wellbeing Concerns
Individual Level
- Remind employees of EAP and support resources
- Train managers to have supportive conversations
- Ensure taking leave is encouraged, not discouraged
Team Level
- Review workload distribution
- Address understaffing or resource constraints
- Facilitate team conversations about sustainable work practices
Organisation Level
- Review policies that may contribute to overwork
- Assess whether expectations are realistic
- Invest in wellbeing programmes and resources
- Model healthy work practices from leadership
Start Monitoring Wellbeing
TinyPulse includes validated wellbeing questions and trend tracking to help you support your people.
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