Work and Well Being

Our logo represents an aerial. This is highly relevant to our work because it underlines the importance we place on the signal to noise ratio when measuring the well-being of employees.

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Validated Questionnaires

We measure employee well-being through the deployment of specially designed questionnaires that take people approximately 7-8 minutes to complete.

The questionnaires are completed online via a secure url link which is quick, safe and efficient.

The content of our questionnaires is dependent on the workplace under examination. Our research shows that it is critical to use assessment techniques that are tailored to the wellness needs of the organisation as generic scales are unable to capture those elements that matter most to staff(1). Each of our instruments comprises a set of standardised work-related items that the majority of employees in a particular sector consider most important to their general well-being.

As well as validating questionnaires for different sectors, we can also develop assessments for organisations on a bespoke basis. Contact us for more details.

Our instruments are the only ones available that are constructed using a tried and tested methodology used in the clinical sector. This has been shown to be more effective in evaluating people’s well-being than conventional methods(1, 2, 3). See Scientifc Method.

(1) Juniper BA. Evaluation of a novel approach to measuring well-being in the workplace 2010;.
(2) Juniper BA, White N, Bellamy P. Assessing employee well-being – is there another way?. International Journal of Workplace Health Management 2009;2(3):220-30.
(3) Juniper EF, Guyatt GH, Streiner DL, King DR. Clinical impact versus factor analysis for quality of life questionnaire construction. Journal of Clinical Epidemiology 1997;50(3):233-8.

Testimonials

"As far as I am aware this is a unique approach. I would have no hesitation in recommending it."

Richard Winter, Regional Director, National Call Centre Operation

"The results have provided a practical focus on how well-being and performance can be enhanced"

Christine Johnson, Head of HR, The Lawn Tennis Association

"I changed from initially being a bit skeptical about undertaking this work to being its greatest advocate!"

Nicola Horsey, Assistant Director – Libraries and Information, Department of Culture, Communities and Rural Affairs, Hampshire County Council

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The results have been very well received

“The results have been very well received. Dissemination throughout the College has encouraged more open communication of difficulties, enhancing our ability to support our research students.”

Elaine Walsh, Senior Lecturer, Graduate School, Imperial College London

Some of the key findings were unexpected and underscored the value of this type of evaluation

“This approach to evaluating team effectiveness was new to our way of working. Some of the key findings were unexpected and underscored the value of this type of evaluation which puts the individuals’ own needs and experiences at the centre.”

Senior Director, Global Marketing Team

The process was quick and easy to do

“The process was quick and easy to do. Being able to quantify how library work affects our people has been very helpful. In particular, this work has highlighted areas that we were unaware of or have been unable to evaluate until now. It is our intention to carry out another assessment next year.”

Nicola Horsey, Assistant Director - Libraries and Information Culture, Communities and Rural Affairs Hampshire County Council

The Graduate Schools really hit the nail on the head with their PhD Wellbeing Survey

“The Graduate Schools really hit the nail on the head with their PhD Wellbeing Survey. I could identify nearly every question as something I had experienced, seen or heard about and it will be a tremendously useful project for improving the experience of postgraduate researchers.”

Student Union President, Imperial College London

The well-being of our colleagues is fundamental to their performance

“Our belief is that the well-being of our colleagues is fundamental to their performance and therefore paramount in enabling them to support the performance of all tennis players across the spectrum of British tennis from grass roots to elite players. This belief is reflected in our people strategy and plans at the LTA and the annual findings from Work and Well-Being Ltd endorse this approach. As well as establishing ways in which well-being can be boosted on an organisation-wide basis, the results have provided a practical focus on how well-being and performance can be enhanced within and by individual teams and are used to inform our people strategy and work place development programmes.”

Christine Johnson, Head of HR, The Lawn Tennis Association

This is a beacon of light in the fog of muddled thinking around wellbeing strategy and purchasing decisions

I am not easily impressed, but I have been by Bridget Juniper and her proposition for measuring work related wellbeing. The whole approach is based on the maxim ‘if you want to manage something, you first have to measure it’. This is a beacon of light in the fog of muddled thinking around wellbeing strategy and purchasing decisions.

John Picken, Shandwell Strategic Health and Well-Being

The output has delivered great value to us

“The output has delivered great value to us. Although we had a staff survey, the questions were generic and did not address the work issues specific to call centres. Work and Well-Being’s work identified, quantified and ranked the main problems associated with call centres for our front line staff. This has enabled us to develop a clear evidence-base performance strategy which is informing a large scale strategic work stream to make our national organization a better place to work. The analyses revealed some surprise findings which have been particularly valuable. As far as I am aware this is a unique approach. I would have no hesitation in recommending it.”

Richard Winter, Regional Director, National Call Centre Operation