Personal growth
Personal habits and their impact on work

Personal habits and their impact on work

This survey assesses how employees’ daily habits — related to routines, concentration, digital hygiene, recovery, and work organization — influence productivity and overall work well-being. It is suitable for evaluating factors that affect effectiveness and corporate well-being initiatives.

Use template

The Personal habits and their impact on work survey connects everyday routines to on-the-job performance. It asks about sleep, eating, breaks, digital hygiene and daily planning, then links these habits to focus and steady productivity. The result helps you see which lifestyle patterns support performance and which quietly undermine it.

What the “Personal habits and their impact on work” survey measures

The survey measures how regularly employees keep a consistent sleep schedule and whether eating habits sustain their energy through the day. It identifies habits that erode focus, including frequent phone checking, multitasking, skipping breaks, a noisy environment, an irregular work rhythm and late bedtimes. It also tracks how consistently people plan their day, which helpful habits support them (morning routines, daily planning, recovery breaks, digital hygiene, physical activity, stable sleep and rest), how often they take short recovery breaks, and how much their habits help maintain stable productivity. An open question invites the habit changes people believe would help most.

Who the “Personal habits and their impact on work” template is for

It fits HR and well-being teams running healthy-workplace or productivity initiatives, managers who want steadier team output, and organizations investing in energy and focus rather than longer hours. It works well for office, hybrid and remote teams, and as a self-awareness tool inside coaching or wellness programs.

How to adapt the template to your needs

Adjust the focus-disrupting habits list to your setting by adding items like open-plan noise, back-to-back calls or constant notifications, and remove those that do not apply. Tailor the helpful-habits question to routines your company can actually encourage, turn the frequency scales into your own labels, and add branching so that people who almost never take breaks receive a follow-up about what stops them.

Questions and answer options

Question type: single choice.
Answer options:
— Very regularly
— Mostly regularly
— Sometimes inconsistent
— Mostly irregular
Question type: single choice.
Answer options:
— Very often
— Often
— Sometimes
— Rarely
Question type: multiple choice.
Answer options:
— Frequent phone checking
— Multitasking
— No breaks
— Noisy environment
— Irregular work rhythm
— Late bedtime
Question type: multiple choice.
Answer options:
— Morning routines
— Daily planning
— Breaks for recovery
— Digital hygiene
— Physical activity
— Stable sleep and rest schedule
Question type: single choice.
Answer options:
— Every hour
— Several times a day
— Once a day
— Almost never

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Frequently asked questions

The questions stay focused on the work impact, for example whether eating habits help maintain energy through the workday and how a consistent sleep schedule relates to focus. Keep it anonymous and frame it around performance and recovery, so responses inform well-being support rather than judge lifestyles.
The relevant question covers frequent phone checking, multitasking, skipping breaks, a noisy environment, an irregular work rhythm and late bedtimes. You can add context-specific ones such as open-plan noise or notification overload.
Alongside the habit questions, it asks directly how much a person's habits help maintain stable productivity and how often they take short recovery breaks. Cross-reading these shows whether recovery habits and steady planning track with the self-reported productivity people experience.
Yes. Because helpful habits like recovery breaks, digital hygiene and physical activity are listed explicitly, the responses point to which routines to promote, and the open question surfaces the specific changes employees would welcome.