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Do you know how your employees’ working day went? What mood are they in when they leave work?
A short, anonymous survey before the end of the working day or in the morning allows you to easily find out how your employees are feeling.
Find out what went well and what went badly, whether there were any points of friction within the team, or what obstacles arose when completing tasks. This short survey will tell you what ultimately led to the employee’s mood at the end of the working day.
In addition, as a manager and company, you give your employees the feeling that they are valued and that you are interested in their health and well-being.
But employees also benefit from a mood barometer. It gives them the chance to be heard by allowing them to give honest feedback through the anonymity of the survey.
So take the opportunity to listen to your employees, take the working atmosphere to a new level, and strengthen team and employee loyalty with a short employee feedback survey.
Establish a regular mood barometer in your company too.
Contents of the template:
Objectives of the survey:
Helpful features for the survey:
Data protection „made in Germany“ (GDPR)
Anonymity function for honest feedback
A mood barometer is a short survey, usually in the form of a ranking or rating scale question, that asks a group of people about their current emotional state.
Originally often used in schools, the mood barometer is becoming increasingly popular as a reflection and satisfaction survey for events and within companies.
Especially in organizations, it can serve as a valuable tool when used as a regular or daily survey to anonymously measure the current work environment and company atmosphere, identify areas for improvement, and ultimately help reduce employee turnover.
By using a mood barometer regularly, companies can receive real-time feedback from their employees. This enables them to quickly respond to changes in the work environment and implement appropriate measures to improve the workplace atmosphere.
This not only helps to increase employee satisfaction, but can also improve the company’s overall productivity and performance.
The mood barometer is highly significant as a feedback and reflection method in companies for several reasons:
1. Real-Time Feedback
It enables quick and direct feedback from employees regarding their current mood and level of engagement.
This helps managers understand the current atmosphere within their teams and take immediate action when necessary.
2. Transparency and Openness
The mood barometer promotes open and transparent communication between employees and managers.
Through regular feedback exchanges, employees feel heard and valued.
3. Continuous Improvement
It allows companies to identify trends and patterns in employee feedback and implement targeted measures to improve the working environment.
This supports a culture of continuous improvement and innovation.
4. Team Reflection
The mood barometer can also serve as a reflection tool for teams to regularly evaluate their collaboration, performance, and satisfaction.
This supports the development of a positive team climate and strengthens team cohesion.
5. Employee Engagement
By giving employees the opportunity to provide regular feedback and seeing that their opinions are acknowledged, the mood barometer increases employee engagement and workplace satisfaction.
In the long term, this contributes to higher employee retention and productivity.
The mood barometer method is a simple and effective way to quickly capture the current mood and satisfaction level within a team or group.
It is often used in workshops, meetings, or everyday work situations to gain a quick overview of participants’ opinions.
This is how the mood barometer method works:
1. Define a Scale
A scale is established, for example from 1 to 5 or from “very good” to “very poor”.
This scale can be displayed visually on a board, flipchart, or within a digital survey.
2. Collect Ratings
Participants are asked to rate their mood or opinion using the defined scale.
This can be done anonymously or openly, depending on the context and objective.
3. Evaluation
The results are collected and briefly discussed.
This provides a quick overview of the team’s current mood and allows potential issues or concerns to be addressed in a targeted way.
Advantages of the Mood Barometer Method:
Areas of Application:
A mood barometer can be used in many different areas of a company.
For example, would you like to know what the current working atmosphere is like within your department or organization?
In this case, the mood barometer can be a valuable tool to quickly and anonymously measure employee well-being.
At the same time, with just one or two well-designed questions, you can also identify the reasons behind the current emotional state.
For example, ask employees what went well and what did not go well during their current workday.
This can provide valuable insights into potential conflicts, tensions between employees, or obstacles that make it difficult to complete tasks.
These insights help you develop targeted solutions and improve the team atmosphere through appropriate measures.
In addition to measuring the current working climate, mood barometers can also be used to evaluate new or adapted working methods and processes.
For this purpose, employees are anonymously asked about their experiences, impressions, and overall perception of the changes.
Another possible application of a mood barometer is the evaluation of training programs or health-promoting initiatives.
In training contexts, employees can be surveyed after a training session using a mood barometer to determine how effective the training was and whether the content was understood.
For health-promoting measures, employees can be asked after the introduction of a new health program whether they feel supported and motivated to improve their health.
Overall, mood barometers provide a versatile and effective way to measure employee well-being and employee satisfaction and gain valuable insights for the continuous improvement of the working environment.
1. Idea: Mood Barometer in Seminars & Workshops
A mood barometer can be used in seminars and workshops in many different ways to encourage participant engagement and better understand their needs.
Here are some examples:
1. Icebreaker
As an introduction, participants can rate their current mood on a scale from 1 to 10 and briefly explain why they feel that way.
2. Continuous Feedback
After each session, participants can rate their mood and provide feedback on what is going well and what could be improved.
3. Understanding Needs
By continuously monitoring mood and feedback, you gain insights into the needs and expectations of participants.
4. Break Management
During short breaks, participants can reflect on their mood and make adjustments if necessary to maintain a positive atmosphere.
5. Final Evaluation
At the end of a seminar or workshop, the mood barometer enables an overall evaluation of participant satisfaction and identifies possible areas for improvement.
2. Idea: Mood Barometer in Meetings
A mood barometer can be used in meetings in various ways to measure the atmosphere, increase participant engagement, and improve meeting effectiveness.
Here are some options:
1. Icebreaker
Start the meeting with a mood survey on a scale from 1 to 5 to create a relaxed atmosphere and involve participants.
2. Feedback During the Meeting
Collect continuous feedback after discussion rounds or presentations to capture participants’ opinions and concerns.
3. Pulse Checks
Conduct regular mood surveys to monitor the dynamics of the meeting and identify potential issues at an early stage.
4. Final Evaluation
At the end of the meeting, evaluate overall participant satisfaction and collect feedback for future meetings.
5. Reflection and Improvement
Use the collected data to reflect on meetings and introduce improvements for future events by identifying trends and patterns.
3. Idea: Mood Barometer in Companies
A mood barometer can be used in companies in many ways to measure employee sentiment and employee engagement as well as improve the working environment.
Here are some ways a mood barometer can be used within an organization:
1. Regular Employee Surveys
Conduct surveys to evaluate employee mood and employee satisfaction and respond to issues at an early stage.
2. Feedback on New Measures
Use the mood barometer to accompany organizational changes, capture employee perceptions, and make necessary adjustments.
3. Team Meetings and Discussions
Integrate the mood barometer into meetings to check employee sentiment and promote an open communication culture.
4. Identifying Improvement Opportunities
Use the data to identify areas for increasing employee satisfaction and implement targeted measures.
5. Leadership Development
Provide managers with feedback on leadership style and employee satisfaction to support and promote a positive working environment.
4. Idea: Mood Barometer in Psychotherapy
A mood barometer can be used in psychotherapy as a supporting tool to provide therapists and patients with a visual understanding of current moods and emotional states.
Here are some examples of how a mood barometer can be used in psychotherapy:
1. Mood Tracking
The patient can regularly rate their current mood on a scale, for example from 1 to 10 or from sad to happy.
This rating can be completed at the beginning of each therapy session or even daily to track changes in emotional state over time.
2. Identifying Patterns
By regularly tracking mood changes, therapists and patients can identify patterns or trends that may provide information about triggers or stress factors.
This makes it possible to better understand the causes of emotional fluctuations and plan targeted interventions.
3. Resource-Oriented Work
A mood barometer can also be used to identify positive resources and coping strategies.
By marking positive emotions and moments on the scale, therapists and patients can work together to strengthen and use these resources.
4. Progress Documentation
Regular mood tracking can also serve as documentation of therapy progress.
This can help both patients and therapists monitor therapeutic success and make adjustments when necessary.
5. Self-Management and Self-Reflection
A mood barometer can help patients develop a better understanding of their own emotional states and encourage self-reflection.
By evaluating their own mood, patients learn to recognize and regulate their emotions more effectively.
5. Idea: Mood Barometer in Primary Schools
A mood barometer can be used in primary schools in many ways to help students recognize, express, and regulate their emotions.
Here are some examples of how a mood barometer can be used in primary schools:
1. Emotional Expression and Regulation
Students can indicate their current feelings using a scale or emojis.
This enables them to name and communicate their emotions, helping them better understand and regulate their feelings.
2. Morning Circle or Start of the Day
A mood barometer can be integrated into the morning circle to start the day.
Students can share their mood at the beginning of the day, giving teachers insight into the emotional state of the class and allowing them to provide support when needed.
3. Feedback and Reflection
After a lesson or project, students can reflect on their mood and provide feedback.
This helps teachers evaluate the effectiveness of their teaching and make adjustments if necessary.
4. Conflict Resolution
A mood barometer can help students identify and resolve conflicts.
If a student expresses a negative mood, this can be an opportunity to explore the reasons behind it and find possible solutions.
5. Self-Awareness and Self-Regulation
Regular use of a mood barometer can help students develop greater self-awareness and improve their ability to regulate emotions.
By learning to recognize and name their feelings, students can learn to respond appropriately to different emotional situations.
As already mentioned, a mood barometer can be used to easily measure a person’s current emotional state.
However, this is not the only objective that can be achieved by conducting a mood barometer survey.
Below, we have explained additional goals in more detail:
1. Goal: Reduce Employee Turnover
Satisfied and positive employees tend to remain with their company for a longer period of time. They are less likely to consider changing their workplace.
But how can employee satisfaction be increased?
Ask employees about their current mood, show genuine interest in their concerns, and build a relationship based on trust.
An employee who feels valued and whose opinion is heard is more motivated, more engaged, and more satisfied with their work.
This leads to fewer resignations, saving your company time and costs that would otherwise be required for recruitment processes or onboarding new employees.
2. Goal: Improve the Working Environment and Company Climate
By using a daily mood survey, you can measure the current working environment and company climate and positively influence it through regular team events or group discussions.
This contributes significantly to creating a relaxed and pleasant working atmosphere.
When employees feel comfortable within your company, this provides several advantages.
First, a positive working environment strengthens the sense of belonging and improves team collaboration.
Furthermore, employee motivation increases, work quality improves, and the company culture develops a positive image that can also have a beneficial effect on your position in the job market.
3. Goal: Strengthen the Employer Brand
Poor salaries, limited career opportunities, insufficient development and training options, or inadequate workplace equipment are factors that negatively affect the attractiveness of an employer brand.
However, not only these previously mentioned “hard” factors influence your company’s attractiveness as an employer.
“Soft” factors such as the working atmosphere, leadership style of managers, or an unbalanced work-life balance also have a significant impact.
Remember that employees and managers represent the identity and lived values of your company.
For example, if a manager’s leadership style is too strict or unsuitable, this can contribute to employee dissatisfaction and negatively affect your employer brand. Dissatisfaction can quickly spread.
If your employer brand suffers, it may become more difficult in the future to attract suitable employees and young talents.
Therefore, it is important to continuously measure employee satisfaction. If the survey should remain short and require little effort, a daily survey using a mood barometer can be an effective solution.
With a mood barometer, you can gather initial insights into how the mood and emotional state are developing within your company, department, or among individual employees, allowing you to take preventive action at an early stage.
Use the opportunity of a short mood barometer survey to strengthen your employer brand.
4. Goal: Develop Leadership Skills
Employee feedback also benefits managers. Through feedback from employees, leaders continuously improve, recognize weaknesses, and can further develop their social skills and leadership style.
Positive feedback can strengthen managers in their role and motivate them to maintain their successful leadership approach.
5. Goal: Monitor Change Processes
Every company must change and adapt over time. This may happen due to internal reasons, such as introducing new working methods, or external influences such as increasing competitive pressure.
To ensure long-term performance and future success, companies must remain adaptable.
However, changes often create uncertainty, especially among employees. They may feel disoriented and overwhelmed when familiar routines and processes are changed.
A mood barometer can help involve employees early in change processes and identify whether they are coping well with the changes or whether new workflows and processes are making daily tasks more difficult.
Especially supervisors and employers can use a mood barometer as a valuable method to quickly and easily measure the current mood of their workforce.
By asking employees about their emotional state, employers show that they value their employees, as they demonstrate care and responsibility for their well-being.
Furthermore, tensions and conflicts within teams can be identified more quickly and addressed through discussions, helping to create a more harmonious working environment. This significantly promotes teamwork.
Additionally, psychological workplace stress factors can be detected at an early stage by monitoring employee sentiment, helping to improve the working climate.
This particularly helps companies to increase their attractiveness as an employer and reduce employee turnover.
However, not only supervisors and employers benefit from conducting a mood barometer survey; employees themselves also benefit.
As already mentioned, they feel recognized and appreciated because their emotional state and opinions are being considered.
They appreciate knowing that their employer cares about their health and well-being and that their voices are being heard.
Thanks to the anonymity of such a survey, employees can also express their honest opinions openly.
This type of feedback increases motivation, strengthens communication culture, and improves the overall working climate.
Ideally, you should conduct this short and anonymous feedback method at the end of every working day. Alternatively, it can also be carried out in the morning at the start of the workday.
Give your employees a few quiet minutes before leaving work or at the beginning of the day to briefly reflect on how their workday went and with what mood they leave their workplace.
The manager takes a few minutes the following day to review and evaluate the feedback.
Through a team discussion, problems and conflicts can be addressed together. The manager should not judge but rather support and guide the conversation.
To ensure the confidentiality and anonymity of the survey, supervisors should offer employees the opportunity to also discuss their individual situation in one-on-one conversations.
Should a Mood Barometer Be Conducted Anonymously Among Employees?
The employee survey should definitely be conducted anonymously.
This approach strengthens trust in the survey and encourages employees to provide more honest feedback.
As a result, sensitive or uncomfortable topics are more likely to be addressed.
Additionally, anonymity increases employee acceptance of the survey process.
Involve stakeholders such as the works council, management, or data protection officers in the mood barometer process at an early stage.
This further strengthens acceptance and trust in the survey.
It is also important to clearly communicate to employees that their responses will not be used against them and that results will be aggregated and anonymized to protect privacy and ensure that individual responses cannot be traced back to specific employees.
This creates a sense of security and openness among employees.
easyfeedback can support you as an online tool for a mood barometer in various ways:
1. Quick Implementation
With easyfeedback, you can create surveys quickly and easily that can be used as a mood barometer.
The intuitive user interface allows you to create questions and customize the survey design according to your requirements.
2. Easy Participation
Employees can conveniently participate in the survey from any device, whether using a computer, tablet, or smartphone.
This makes participation easier and increases the response rate.
3. Ensuring Anonymity
easyfeedback offers the option to conduct surveys anonymously.
This helps collect honest feedback from employees, as they do not have to worry about potential consequences.
4. Automated Analysis
The tool enables automated evaluation of survey results.
You quickly receive a clear overview of the current mood within your company and can identify trends and developments.
5. Continuous Feedback
By using easyfeedback regularly, you can collect continuous feedback from your employees and keep track of the pulse of your organization.
This allows you to respond quickly to changes and implement targeted measures to improve the working environment.
Overall, easyfeedback provides an efficient and user-friendly solution for introducing a mood barometer within your company and helping to increase employee satisfaction and motivation.
The questions used in a mood barometer should aim to provide a quick and accurate picture of employees’ current mood and employee engagement.
Here are some examples of questions that can be used in a mood barometer:
1. How do you feel about your work today?
(Scale from 1 to 5, where 1 means “very bad” and 5 means “very good”)
2. How motivated are you to complete your tasks?
(Scale from 1 to 5, where 1 means “not motivated at all” and 5 means “highly motivated”)
3. How satisfied are you with the communication within your team/department?
(Scale from 1 to 5, where 1 means “very dissatisfied” and 5 means “very satisfied”)
4. Did you receive all the resources and support you need today to be successful?
(Yes/No)
5. How would you rate your current workload?
(Scale from 1 to 5, where 1 means “very low” and 5 means “very high”)
6. Is there anything that particularly stressed or bothered you today?
(Open-ended question)
7. Is there anything positive you would like to highlight about today?
(Open-ended question)
8. How would you describe your overall mood today?
(Scale from 1 to 5, where 1 means “very negative” and 5 means “very positive”)
These questions can be adapted depending on the specific needs and requirements of the company.
It is important that the questions are formulated in a way that allows for quick responses while providing relevant insights into the current mood and well-being of employees.
The mood barometer in the context of a check-in is a method used to assess the mood and overall well-being of participants at the beginning of a meeting, team discussion, or other group activity.
It allows participants to express their current emotional state on a scale or with the help of symbols.
This can help create an open communication atmosphere, identify potential issues at an early stage, and improve the effectiveness of collaboration.
A mood barometer check-in typically follows these steps:
1. Step: Introduction
The facilitator explains the purpose of the mood barometer check-in and emphasizes that the goal is to understand the participants’ current mood in order to take supportive measures if necessary.
2. Step: Define the Scale
A scale is defined on which participants can rate their current mood.
For example, this can be a scale from 1 to 5, where 1 represents a very negative mood and 5 represents a very positive mood.
3. Step: Express the Mood
Participants indicate their current mood using the defined scale.
This can be done by displaying numbers or symbols on a board, flipchart, or through digital tools.
4. Optional: Explanations or Comments
Participants have the opportunity to explain their rating or provide additional comments.
This can help create a better understanding of the reasons behind their mood and allows other participants to respond with empathy.
5. Step: Interaction and Response
The facilitator can discuss the results of the mood barometer check-in, address any patterns or deviations, and, if necessary, suggest measures to improve the overall mood or address any issues that have arisen.
