Free Wellness Program Satisfaction Survey
50+ Expert Crafted Wellness Program Satisfaction Survey Questions
Measuring Wellness Program Satisfaction is key to ensuring your initiatives effectively boost employee well-being and engagement. This survey captures feedback on program accessibility, relevance, and impact so you can refine offerings that truly promote health. Use our free, preloaded template filled with example questions - or head to our form builder to craft a custom survey in minutes.
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Top Secrets to Nailing Your Wellness Program Satisfaction Survey
Launching a Wellness Program Satisfaction survey is your ticket to understanding what truly moves the needle for your team. When you craft the right questions, you'll uncover insights that drive engagement, boost morale, and show real ROI. According to Wikipedia's Workplace Wellness overview, well-designed programs can yield measurable benefits - but only if you measure satisfaction with clarity.
Start by setting clear goals. Decide if you want feedback on fitness classes, mental health sessions, or nutrition workshops. Use a mix of rating scales and open-ended prompts to capture both numbers and stories. Keep your survey short - 10 questions max - to respect busy schedules and encourage completion.
Imagine HR at Acme Corp rolling out a pilot survey. They ask, "What do you value most about our yoga sessions?" and "How likely are you to recommend our stress-management workshop to a colleague?" With just these two prompts plus a few ratings, they collect actionable data within days.
Once responses arrive, share highlights in a town-hall meeting or an internal newsletter. Use those insights to tweak your next Wellness Program Survey, add resources where demand is highest, and measure again. A JAMA trial on workplace wellness found satisfaction data helps sustain participation over time, even if short-term clinical outcomes vary (JAMA Network).
5 Must-Know Tips to Dodge Common Survey Pitfalls
Even the best-intentioned Wellness Program Satisfaction survey can miss the mark if you overlook a few key details. Skipping anonymity, piling on too many questions, or failing to pilot test are mistakes that sap response rates and trust. A study in the Illinois Workplace Wellness Study found careful design matters more than program perks in the first year.
Tip #1: Guarantee anonymity. Let respondents know their feedback stays confidential. Tip #2: Limit questions to the essentials. Aim for under 15 items and mix Likert scales with one or two open prompts. Tip #3: Run a quick pilot with a small group to catch confusing wording.
Consider a midlevel manager using a live poll in a team meeting. They ask, "Did you feel supported in your fitness goals?" and "What barriers keep you from participating?" The immediate feedback sparks ideas for on-the-spot tweaks and builds momentum for the next round.
After you collect data, avoid letting results sit in a drawer. Analyze trends, present findings at your quarterly wellness committee, and act fast. For deeper insight on incentives, check out the AHRQ case study on financial motivators. Then head over to your Workplace Wellness Survey to refine questions and measure impact again.
Program Awareness Questions
Understanding how well employees know about the wellness program is crucial for effective rollouts. This section gauges initial familiarity and awareness levels to identify communication gaps. Use insights to improve visibility and outreach through our Company Wellness Program Survey .
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How did you first learn about our wellness program?
Identifies the most effective awareness channels so outreach can be optimized. It also uncovers underutilized platforms that may need greater focus.
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On a scale of 1-5, how familiar are you with all program offerings?
This question measures self-assessed knowledge breadth, highlighting which offerings may require clearer explanations. It helps prioritize educational resources for topics with low familiarity.
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Have you received any official communications (emails, newsletters) about the wellness program?
Determines reach of formal messaging across channels to ensure coverage. It also uncovers gaps in email or newsletter campaigns that might need attention.
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Which initial promotional methods captured your attention most? (e.g., posters, intranet, word-of-mouth)
Reveals which promotional tools are most engaging for employees. Guides future multi-channel promotion efforts to boost awareness.
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How clearly did the program goals and benefits get communicated to you?
Assesses clarity of messaging to ensure participants understand value propositions. It highlights areas where wording might need simplification or emphasis.
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Did you attend any informational sessions or webinars about the program?
Gauges participation in awareness-building events and their perceived value. It indicates whether interactive formats are effective or require adjustment.
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How often do you see promotional materials about the wellness program?
Evaluates visibility frequency, helping to balance saturation and novelty. It informs planners about the optimal cadence for communications.
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Which topics or services did you understand least from initial materials?
Pinpoints confusing areas in the introductory content so improvements can be made. It drives targeted clarifications where needed most.
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How appealing did you find the program branding and messaging?
Captures first impressions to assess the strength of visual and verbal identity. Strong branding can increase uptake and participant trust.
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What additional information would have improved your initial understanding?
Collects employee suggestions to refine onboarding materials. It ensures future communications address real knowledge gaps.
Participation & Engagement Questions
Measuring participation and engagement helps determine which activities resonate most with employees. This block explores attendance, frequency, and motivation factors to boost involvement. The Health and Wellness Survey provides a foundation for this analysis.
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How many program events have you attended in the past three months?
Quantifies actual engagement levels to track participation trends. It also indicates if event frequency aligns with employee interest.
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On a scale of 1-5, how motivated are you to participate in wellness activities?
Assesses self-reported motivation, which can predict future involvement. It helps identify barriers to engagement early on.
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Which type of activity do you participate in most often? (e.g., fitness classes, workshops, challenges)
Identifies popular program components to allocate resources effectively. It guides the design of future offerings based on actual preferences.
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What factors most encourage you to engage with the program? (e.g., incentives, social support)
Reveals key motivators that drive involvement, enabling tailored incentive designs. It helps boost participation by focusing on what matters most.
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Have you invited colleagues to join any wellness activities?
Measures peer-to-peer advocacy, which can amplify program reach. It indicates the strength of word-of-mouth promotion within teams.
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How convenient are the program schedules and locations for you?
Assesses logistical barriers that might hinder attendance. Ensures events are planned at times and places that suit most employees.
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Do you feel the program fits your personal schedule and workload?
Evaluates work - life balance considerations impacting engagement. Helps administrators adjust timing for better accessibility.
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What improvements would increase your participation in wellness events?
Gathers actionable feedback to enhance event design and logistics. Empowers employees to shape offerings that meet their needs.
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How often do you use digital tools (apps, portals) offered by the program?
Measures engagement with online platforms to gauge digital adoption. Identifies opportunities to improve or promote digital features.
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Would you recommend these wellness activities to a colleague?
Assesses net promoter score for program components, providing a holistic engagement metric. It highlights areas of strong satisfaction and referral potential.
Feature Satisfaction Questions
Satisfaction with specific program features drives ongoing participation and loyalty. This set assesses preferences, usability, and perceived value of each component. Insights here guide enhancements in our Wellness Program Evaluation Survey .
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How satisfied are you with the variety of wellness activities offered?
Evaluates breadth of programming to ensure diverse interests are addressed. It highlights gaps that may need new or revised offerings.
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Rate the ease of registering for events and activities.
Assesses user-friendliness of the enrollment process to reduce friction. It indicates if technical or procedural tweaks are necessary.
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How useful do you find the health coaching or counseling services?
Determines perceived value of personalized support services. It helps decide whether to expand or modify coaching offerings.
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Are the program's digital resources (apps, websites) meeting your needs?
Assesses satisfaction with online tools, impacting remote or off-site participation. It guides improvements in functionality and content.
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How effective are wellness challenges and competitions in motivating you?
Evaluates the impact of gamification elements on engagement. Helps tailor challenge formats to optimize motivation.
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How satisfied are you with the quality of instructional materials and guides?
Measures clarity and usefulness of educational content. Ensures materials support informed participation and healthy choices.
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Rate your satisfaction with the health screenings and assessments provided.
Assesses value and trust in diagnostic components of the program. It informs decisions about adding or enhancing assessment options.
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How well do the program incentives align with your personal goals?
Evaluates relevance of rewards and incentives to individual motivations. Guides incentive design for maximum effectiveness.
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Would you say the program's mobile app or portal is intuitive?
Assesses user experience design quality to ensure easy navigation. It identifies UX improvements for higher adoption rates.
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How likely are you to continue using specific program features in the next six months?
Measures retention intent to forecast ongoing engagement levels. It signals features that may require additional promotion or enhancement.
Health Outcome Questions
Evaluating health outcomes links program activities to employee well-being improvements. This category investigates self-reported changes in physical and mental health. Compare your results with benchmarks in the Well-Being Survey .
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Since joining, how has your overall stress level changed?
Assesses perceived impact on stress to evaluate mental health support. It helps refine stress-management components accordingly.
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Have you noticed any improvements in your physical fitness?
Captures changes in exercise capacity or endurance to gauge program effectiveness. It provides insights into the need for varied fitness options.
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On a scale of 1-5, rate your energy levels throughout the workday.
Measures daytime alertness to assess nutritional and activity interventions. It reveals areas where program adjustments may boost energy.
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How has your sleep quality changed since participating?
Evaluates sleep improvements tied to program guidance or resources. It informs future focus on sleep hygiene and related workshops.
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Have you experienced any changes in dietary habits?
Assesses nutrition-related behavior shifts influenced by the program. It highlights the impact of dietary education components.
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How often do you practice mindfulness or relaxation techniques?
Measures adoption of recommended stress-reduction practices. It indicates whether additional reminders or training are needed.
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Have you tracked changes in biometric indicators (e.g., blood pressure, cholesterol)?
Determines engagement with health tracking to evaluate clinical program value. It guides enhancements in biometric monitoring services.
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Do you feel your mental well-being has improved?
Assesses subjective mental health gains to validate program support. It helps allocate resources for counseling or peer support.
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How confident are you in maintaining these health improvements?
Measures self-efficacy to predict long-term behavior change. It guides reinforcement strategies for sustained well-being.
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What additional outcomes would you like the program to support?
Collects employee-driven goals for future program development. It ensures alignment with participant health priorities.
Support & Communication Questions
Effective support and clear communication ensure employees can maximize program benefits. This section measures satisfaction with coaching, resources, and messaging clarity. Refer to the Workplace Wellness Survey guidelines for best practices.
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How accessible are wellness coaches or support staff when you need them?
Assesses availability of one-on-one support to resolve issues quickly. It ensures participants feel guided throughout their journey.
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How clear are the instructions provided for each wellness activity?
Measures clarity of guidance to support proper participation. It highlights areas where instructions may need simplification.
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How satisfied are you with the frequency of program updates and announcements?
Evaluates communication cadence to avoid overload or neglect. It helps strike the right balance for keeping employees informed.
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Which communication channel do you prefer for receiving updates?
Identifies the most effective channels for future outreach. It ensures messages reach employees in their favored format.
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How responsive is the program team to your questions or concerns?
Assesses customer service quality to build trust and satisfaction. It highlights opportunities to improve support workflows.
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Are the program FAQs and resource materials helpful?
Measures the usefulness of self-service support resources. It guides updates to FAQs based on common employee queries.
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How comfortable do you feel providing feedback to the program team?
Evaluates psychological safety for feedback, which fuels continuous improvement. It ensures feedback channels are approachable and effective.
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How effectively does leadership communicate program importance?
Assesses executive endorsement impact on employee engagement. Strong leadership communication can boost program credibility.
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Would you prefer more interactive Q&A sessions about wellness?
Gauges interest in real-time dialogue formats for better clarity. It helps plan webinars or open forums that meet employee preferences.
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What suggestions do you have for improving program support and communication?
Collects open-ended ideas for enhancing support infrastructure. Employee-driven feedback ensures continuous alignment with needs.