This article will guide you how to create an Employee survey about Employee Well-Being. With Specific, you can build a survey in seconds—saving hours of manual work and unlocking richer, actionable feedback.
Steps to create a survey for employees about employee well-being
If you want to save time, just click this link to generate a survey with Specific.
Tell what survey you want.
Done.
You don’t really need to read any further to get started. AI will create your employee well-being survey using expert-backed knowledge—every question, every follow-up, tailor-made for your audience. It even asks respondents follow-up questions for deeper insights.
Why you should care about employee well-being surveys
Employee well-being isn’t just a buzzword—it’s a competitive advantage. We’ve seen that conducting regular surveys is one of the fastest ways to uncover what’s energizing or draining your team. If you’re not running these, you’re missing out on powerful feedback loops that drive retention, performance, and overall happiness.
Burnout is everywhere: Recent research shows that 42% of workers report feeling burned out, with women at 46% and men at 37%. [1]
Disengagement hurts: Disengaged employees cost U.S. businesses up to $1.9 trillion annually in lost productivity. [2]
The importance of employee recognition surveys and regular check-ins can’t be overstated. When we don’t actively listen, we miss early signs of burnout, misunderstanding, or disengagement. Not only do well-being surveys pinpoint where teams are struggling, but they also empower employees—when people feel heard, they perform better. Companies with strong wellness programs and active listening see 40% lower turnover rates and a 22% boost in productivity. [4]
The biggest missed opportunity? Waiting until people leave or problems boil over. The benefits of employee feedback—especially when it’s conversational and targeted—are too big to ignore.
What makes a good employee well-being survey?
Just sending out any survey isn’t enough. A high-quality employee well-being survey uses clear, unbiased questions and conversational language that encourages honest answers. You want your team to feel like they’re being listened to, not grilled—or worse, ticking boxes in a bland HR form.
Here’s a quick table to spot the difference:
Bad practices | Good practices |
|---|---|
Leading or loaded questions | Neutral, open questions |
Jargon or corporate speak | Casual, friendly language |
Long, overwhelming forms | Short, conversational surveys with follow-ups |
What’s the best measure of survey quality? Both quantity and quality of responses. High response rates mean your survey isn’t a chore. Meaningful answers indicate your questions land well. When you combine both, you get insights that truly help your organization grow.
Employee well-being survey question types and examples
Good surveys mix question types to capture data from every angle. For a complete guide on the best employee well-being survey questions and tips to create them, we’ve compiled a deeper resource. But here’s an overview you can use right now:
Open-ended questions are invaluable when you need qualitative insight or want to surface themes you haven’t considered. They’re great for uncovering issues or suggestions that multiple-choice questions can’t reach. Two examples:
What’s been your biggest challenge at work over the past month?
If you had a magic wand, what’s one thing you’d change to make your day smoother?
Single-select multiple-choice questions are best when you want structured feedback or to track trends over time. Example:
How would you rate your overall sense of well-being at work right now?
Excellent
Good
Fair
Poor
NPS (Net Promoter Score) question is a quick benchmark for loyalty or satisfaction. It’s effective for tracking trends and comparing across teams or time periods. You can generate a dedicated NPS survey here. Example:
How likely are you to recommend our company as a great place to work to a friend or colleague? (0 = Not at all likely, 10 = Extremely likely)
Followup questions to uncover "the why": The real magic of conversational surveys happens when, after receiving a short or unclear answer, you ask a gentle follow-up to learn more. This turns a single sentence into a deeper conversation. Example:
What could your manager do to better support your well-being?
(If the answer is vague or incomplete, the AI can ask: “Can you share a specific example or situation where you needed support?”)
For a deeper dive into question strategy, tips, and more examples, check the resources on best questions for employee well-being surveys.
What is a conversational survey?
A conversational survey feels less like a form and more like a chat with a thoughtful colleague. Rather than bombarding respondents with static forms, you open a two-way conversation—dynamic, responsive, and surprisingly engaging. This approach leads to higher completion rates and more thoughtful answers.
Let’s compare:
Manual survey creation | AI-generated survey |
|---|---|
Time-consuming to write and edit | Created in seconds from a simple prompt |
Rigid, no follow-ups unless scripted | Smart, real-time follow-up questions |
Standard forms, low engagement | Conversational experience, higher engagement |
Why use AI for employee surveys? Instead of spending hours on forms, an AI survey generator lets you describe your needs in plain English—and the AI creates an expert-level, tailored survey, complete with smart follow-ups. Conversational surveys adapt to each response, leading to better data and more honest feedback.
Specific delivers best-in-class user experience in conversational surveys—making it easy and friendly for employees to share real insights. If you’re curious, there’s an in-depth resource on how to create a conversational survey—with step-by-step guidance.
The power of follow-up questions
Automated follow-up questions are the secret sauce—turning a static survey into a living conversation. We’ve built automatic AI follow-up questions in Specific, so the AI can ask clarifying questions on the fly, just like a top researcher would. This uncovers deeper insights, saves post-survey email back-and-forth, and dramatically reduces ambiguous responses.
Employee: “I don’t feel my work is recognized.”
AI follow-up: “Can you tell me about a recent time when you felt overlooked? What would have made a difference?”
How many followups to ask? Generally, 2-3 follow-ups are enough to get context without making the conversation drag. Specific lets you enable a setting to skip to the next question once you’ve gathered the insight you need.
This makes it a conversational survey—responses aren’t just data points, they’re the start of a dialogue, and that leads to real understanding.
Easy AI-powered analysis: Even when you have lots of open-ended responses, you can quickly analyze everything using AI. If you want to see how, check our guide on how to analyze survey responses from employee surveys about well-being. AI distills the unstructured feedback into meaningful themes—impossible to do at scale without automation.
Automated follow-ups are a new approach—try creating a survey and see how naturally these insights emerge in real time.
See this employee well-being survey example now
Create your own survey in seconds and see how easy it is to capture genuine, actionable feedback from your team. With smarter follow-ups and conversational flow, you’ll unlock insights you never knew you were missing.