Recommendation: Who should not be included in the survey?

To obtain a useful and accurate basis for action, it's important to consider who you invite to participate in your survey. The survey should reflect the perceived well-being among employees who are an active part of the workplace now – and in the future.

Recommendation: These groups are generally not invited:

1. Employees on long-term sick leave

They typically lack current insight into collaboration, culture, and leadership and can therefore skew the overall picture.

2. Temporary temps or very short-term employees

Short-term employment rarely provides enough knowledge of the workplace to adequately answer the questions.

3. New hires who don't yet know the workplace

Employees who have only been employed for a very short period (e.g., less than 1-2 months) often haven't had the opportunity to form a comprehensive impression of the culture, collaboration, and leadership. However, how quickly a new hire gains sufficient experience can vary greatly depending on the industry, job tasks, and the complexity of the workplace, so consider what makes the most sense for you.

4. Employees who have been dismissed or have resigned

They may have experiences or feelings that don't necessarily reflect the future well-being of the team or company. Therefore, consider whether it's most accurate to exclude their responses.

5. CEO and top management

We generally do not recommend that the CEO or members of top management participate in the survey. They often have a different role and perspective, which can influence the results.

Why is this important?

The purpose of a well-being survey is to get a clear picture of well-being among employees who are still part of the work community. This gives you the best basis for making good decisions and implementing the right initiatives.