The hybrid work model—combining remote and office-based work—is no longer a temporary fix; it is a long-term strategy for maximizing talent engagement and organizational agility. To successfully transition and maintain a thriving “work-from-anywhere” culture, you need actionable employee feedback.
A well-designed hybrid working employee survey is essential for assessing needs, anticipating friction points, and ensuring equity across your workforce.
Here are 12 critical questions to include in your survey, categorized for strategic impact:
I. Logistics & Optimal Balance
These questions help you determine the feasibility and preference for scheduling and space management.
1. What is your ideal balance between remote and office-based work (e.g., in days per week)?
- Why this matters: This quantitative data is crucial for forecasting office utilization, managing real estate needs, and preventing overcrowding. Understanding employee preference (e.g., a 2-day office/3-day remote split) provides a baseline for policy development.
2. What are your biggest concerns about the transition to a hybrid work model?
- Why this matters: Addressing potential issues proactively—whether it’s managing childcare, maintaining team cohesion, or ensuring equitable access—is essential for a smooth rollout and reducing employee anxiety.
II. Technology, Tools, & Equipment
Ensure your employees have the seamless, friction-free experience necessary to be productive in any location.
3. Do you currently have all the necessary digital tools and secure access (e.g., reliable internet, cloud-based software) to perform your job effectively, regardless of location?
- Why this matters: Connectivity and access must be flawless. A “seamless transition” between home and office requires universal access to platforms like Microsoft Teams, shared drives, and business applications.
4. What additional digital tools or software do you believe would enhance your productivity in a hybrid setting?
- Why this matters: Employees often know best where technology gaps exist. This information guides strategic IT investment to maintain output and collaboration.
5. Do you have adequate physical equipment (e.g., ergonomic chair, external monitor, reliable computer) to perform your job comfortably and safely at home?
- Why this matters: Health and safety obligations extend to the remote workspace. Identifying needs (like an ergonomic chair or second monitor) is key to preventing discomfort and burnout.
6. What additional physical resources or equipment do you think you require for your optimal home workspace?
- Why this matters: Many employees “made do” during the initial pandemic response. Targeted investment in home office setups signals commitment to employee well-being and long-term productivity.
III. Connection, Communication, & Culture
These questions gauge the health of organizational bonds and identify signs of “proximity bias.”
7. Do you feel connected to your immediate team and the wider business while working remotely?
- Why this matters: Remote work risks creating distance and “out of sight, out of mind” syndrome. A high negative score here signals a risk of declining morale and increased staff turnover due to isolation.
8. What specific actions or initiatives could we implement to improve social connectivity and inclusion across the organization?
- Why this matters: Ask employees for solutions. Ideas might range from voluntary virtual coffee breaks to structured in-office collaboration days or enhanced digital communication channels.
9. Are you satisfied with the current volume and format of meetings (video, audio, or in-person) you attend?
- Why this matters: Excessive video calls lead to “Zoom fatigue.” If employees express dissatisfaction, consider implementing “no meeting” blocks, opting for audio-only calls, or experimenting with shared meeting notes for those who choose to opt-out.
10. How interested are you in voluntary, informal social activities (e.g., virtual coffee breaks, remote team lunches) with colleagues?
- Why this matters: Not all employees desire structured social interaction. This ensures you offer connection opportunities without imposing mandatory, energy-draining activities on employees who prefer separation.
IV. Career Development & Strategy
These questions address long-term concerns about fairness and professional growth in a hybrid environment.
11. Do you believe that not being in the office full-time will hinder your professional development or career progression?
- Why this matters: This tackles the critical issue of “proximity bias”—the perception that remote workers are overlooked for learning opportunities or promotions. Employers must address this perception directly to ensure equity and demonstrate a commitment to remote career growth.
11. How satisfied are you with the way your team/manager communicates performance feedback and goals in a hybrid setting?
- Why this matters: Performance management systems need to adapt. This helps gauge whether hybrid communication is supporting clear goal-setting and recognition, or if employees feel their achievements are going unnoticed.
12. In your opinion, what is the single most important change we could make to improve our hybrid working arrangements?
- Why this matters: This open-ended question is crucial for capturing innovative solutions and identifying singular, high-impact friction points that were not covered by the structured questions.
