Learn how to design a burnout survey for higher education that faculty and staff want to answer. Includes questions, structure, and communication tips.
Faculty and staff burnout isn’t just a trend—it’s a threat.
Rising workloads, blurred boundaries, and mounting pressures have left many higher ed professionals emotionally exhausted and disengaged. But before you can prevent burnout, you need to understand it. That’s where a well-designed burnout survey comes in.
The problem? Many surveys fall flat. They feel impersonal, overly academic, or fail to connect with the real experiences of faculty and staff.
So, how do you build a burnout survey that faculty and staff want to complete—and that gives you the insights to act?
Here’s your step-by-step guide.
1. Start With the Why
People are more likely to engage with a survey when they understand its purpose.
When launching your burnout survey, clearly communicate:
- Why the survey is being conducted
- How the results will be used
- What will happen after it’s complete
Example launch message:
“We know this year has brought new challenges. This survey will help us better understand what’s working—and where we can better support you.”
2. Ask the Right Questions (With the Right Tone)
Avoid clinical or corporate jargon. Use plain language and questions that feel human, not robotic.
Here are 5 categories and sample questions that resonate:
Emotional Exhaustion
- “I feel emotionally drained at the end of most workdays.”
- “I feel like I’m running on empty.”
Institutional Support
- “I feel supported by my department leadership.”
- “I believe the institution prioritizes employee well-being.”
Workload and Boundaries
- “I regularly work beyond my scheduled hours.”
- “I feel I have enough time to complete my job responsibilities.”
Professional Growth & Recognition
- “I have opportunities for professional development that excite me.”
- “My department values my contributions.”
Open-Ended Feedback
- “What would improve your experience as a faculty or staff member?”
Tip: Use a 5-point Likert scale and maintain consistent and balanced language (e.g., Strongly Disagree → Strongly Agree).
3. Keep It Short and Focused
Burned-out employees don’t want to spend 25 minutes answering 80 questions. Aim for a survey that takes 10–12 minutes to complete.
Use skip logic to remove irrelevant questions and prioritize quality over quantity. If you would like to explore additional topics, consider conducting a second follow-up survey or a focus group.
4. Protect Anonymity and Build Trust
One of the most significant barriers to survey completion is fear: fear of being identified, fear of retaliation, or fear that the survey will have no impact.
Make it crystal clear that:
- Responses are anonymous
- Results will be reviewed in aggregate.
- No personally identifiable data will be tracked.
Bonus Tip: Consider having Institutional Research or an external partner administer the survey to increase trust.
5. Use Inclusive Language
Avoid assumptions about role, rank, or gender identity.
Use terms like:
- “Your department or unit” instead of “your supervisor”
- “Your identity or background” instead of specific demographics
- Optional demographic questions at the end
Inclusivity fosters psychological safety and enhances data quality.
6. Offer Incentives (Even Small Ones)
While incentives aren’t required, a small gesture can boost response rates and show appreciation.
Consider:
- Entry into a drawing for a gift card
- A personalized thank-you message from leadership
- A donation is made for each completed survey
7. Close the Feedback Loop
After the survey closes, don’t go silent. Share the results transparently and outline next steps.
Example:
“You told us that workload and recognition were top concerns. We’re forming a task force to address these themes—and we’ll share updates regularly.”
Faculty and staff don’t expect perfection. They want proof that their voices matter.
Final Thoughts: A Survey That Speaks With People, Not At Them
Burnout surveys should do more than collect data—they should open doors for real, human conversations. When done right, your survey becomes a catalyst for culture change, improved retention, and stronger support systems for those who give so much to your campus.
Unlock the full potential of your survey data and lead meaningful change on your campus. Download the Campus Climate Survey Toolkit and turn insights into action today.
