Employee survey questions about hybrid working

Most businesses plan on making hybrid working a permanent policy, though how this works will vary by organisation since some roles can be easily split between home and the office, while others require people to be on-site.

Download our employee survey questions about hybrid working to run a pulse survey, or add them into your annual survey. The insights will help you understand how employees feel about hybrid working, check in on how well your current setup is working, and adapt your processes based on employee feedback.

Asking employee survey questions about hybrid working will help establish:

• Are people able to collaborate effectively with colleagues at a distance?
• Does everyone feel their working arrangements are fair and reasonable?
• Is performance celebrated or managed well from a distance?
• How is your culture experienced by colleagues working remotely?
• Critically – are they engaged and thriving, confident in the future of the organisation?

Download employee survey questions about hybrid working

Use our employee survey questions to help measure and understand how employees feel about hybrid working, the organisation going forward and the critical actions you need to take.

Employee survey questions about hybrid working – what should you ask?

Our organisational psychologists have developed a powerful employee engagement model (PEARL) link based on robust empirical research, upon which we develop more targeted question sets that deal with specific challenges as we pulse over time.
Our latest free employee survey question set covers the following key drivers of employee engagement, up to date and relevant to the post-pandemic environment. The questions can be linked to our core PEARL question set for historical trend tracking. In addition, we recommend continuing to track the 5 core indicators of engagement that are relevant in every employee engagement survey.

Hybrid Working – Employee Survey Question Themes

• Confidence – How confident are employees in the organisation’s leaders, the strategy to steer through the current situation and come out strong? Is morale high, with belief in improving customer service, productivity and performance?
• Organisational change – Are the changes being made across the organisation the right ones? Is change communicated well, with clear rationale? Do employees have a say in changes, do they get to contribute and feel involved?
• Communication – Do employees feel they know what’s going on? Do line managers stay close? What are the barriers to good communication between teams in a hybrid work environment?
• Hybrid working – Is the organisation’s approach good for employees, the business and for customers? Do people have the tools and resources to work effectively in the new world?
• Balance – How does the hybrid working situation affect home / work balance? Can employees manage their workload more or less effectively in the current circumstances?

A particular focus of the question set is the wellbeing section, incorporating fairness which employees have been acutely sensitive to during the pandemic, with changes affecting individuals and roles differently across organisations.

• Wellbeing – Are people being treated fairly, regardless of working pattern or personal circumstances? Is the organisation doing enough to show it cares about individual health and wellbeing – is this continuing post-pandemic? How have the changes affected individuals’ sense of inclusion and belonging?
• Onsite Working – When employees are in the office or on site, are there clear Covid controls in place? Do people feel safe and can they work effectively within the Covid measures? Are they being appropriately enforced?

Example employee survey questions about hybrid working

The hybrid working question set includes closed questions with a 5-point (Likert) response scale. Open questions can be added to priority questions to further probe why respondents have responded in a certain way. Here’s an example:

Hybrid working employee survey demographics

It’s vital that any survey includes appropriate demographics  so you can analyse your survey responses by group such as department, team, role or location to understand where there may be specific problems or strengths that can be learned from. Of course, demographic split data must be confidential and your survey provider should guarantee individual anonymity. Demographics can often be specific to an organisation’s structure, or relate to protected characteristics – when you are looking to ensure individuals are not discriminated against due to e.g. ethnicity or gender.

How to use the these employee survey questions about hybrid working