29 Essential Bullying Survey Questions to Improve Safety

Bystander Bullying Observation Survey

Not every act of bullying targets a survey participant—sometimes the most revealing story comes from the sidelines. The bystander bullying survey zeros in on what’s witnessed. These forms unlock the “bystander effect,” revealing how many kids see something but aren’t sure if—or how—to step in.

Why & When to Use

Use this upstander questionnaire to unearth incidents missed by regular reporting. Many bullying episodes are never reported by victims, but bystanders often hold vital clues.

If you’re preparing to launch an upstander or peer-mentor program, these surveys offer a foundation. They can serve as before-and-after snapshots to track if your program is building a more assertive, helpful community.

Ideal times to use:

• At the start of peer-intervention or upstander training sessions.
• To measure the impact of recent anti-bullying campaigns.
• After rumors of unchecked bullying surface.

Sample Questions

1. In the last month, how many times have you seen someone being bullied at school?

2. Where did the most recent incident you witnessed occur?

3. What action did you take when you saw the bullying?

4. Which reason best explains why you did or did not intervene?

5. How confident are you that school staff will act if you report bullying?

Bystander responses shine a light on invisible incidents, subtle patterns, and the barriers preventing action. Understanding these patterns is key to empowering upstanders—students who are ready to help their peers.

Approximately 55% of students remain passive when witnessing school bullying, while 38% actively defend the victim. (bmcpsychology.biomedcentral.com)

Teacher & Staff Bullying Perception Survey

Teachers and staff shape the climate of every hallway and homeroom. A teacher bullying survey captures not only what educators witness but also uncovers their trust in the system and their needs. Getting their view is not optional—it’s essential.

Why & When to Use

Before planning staff meetings or training, use a faculty perception of bullying tool to reveal where teachers are thriving and where they feel stuck.

Post-policy revisions? That’s the perfect time to see if new rules are fully understood and actually working. Understanding how safe, prepared, and confident your faculty feels tells you if more support is needed.

Deploy these surveys:

• As part of regular staff self-assessment.
• After introducing new reporting guidelines.
• When planning professional development days.
• To spot new hot-spots of bullying, especially after changing routines or schedules.

Sample Questions

1. How often do you observe bullying behaviors among students each week?

2. Which settings are hardest to supervise effectively?

3. Rate your confidence in recognizing subtle forms of bullying (1–5).

4. How adequate are current reporting procedures?

5. What additional resources would help you intervene more effectively?

These questions aren’t just about collecting numbers. They build trust and show staff that their expertise matters. When teachers feel heard, their investment in the school’s culture grows.

Parent Bullying Awareness Survey

When it comes to bullying, parents often spot changes before anyone else. A strong parent bullying questionnaire is the bridge linking families to what happens at school. These surveys help schools understand what families see, hear, and need to feel truly supported.

Why & When to Use

Before a parent workshop or community forum, deploy a family bullying survey to gather real-life context. Are parents aware of your anti-bullying policy? Do they feel their kids can talk to staff? Their perspectives show whether lines of communication are open—and where barriers exist.

Times to consider:

• Prior to hosting family nights or community forums.
• Before updating the school’s anti-bullying resources.
• Regularly as part of school climate health checks.

Sample Questions

1. Has your child talked to you about being bullied in the past six months?

2. How comfortable does your child feel reporting bullying to school staff?

3. Are you aware of the school’s anti-bullying policy?

4. On a scale of 1–5, how confident are you in the school’s ability to address bullying?

5. What resources would you like the school to provide regarding bullying prevention?

Family input adds depth to your understanding of bullying, highlights gaps in communication, and invites collaboration in future policy changes.

Parents' discussions with children about bullying serve as a protective factor against bullying incidents. (pmc.ncbi.nlm.nih.gov)

Cyberbullying Impact Survey

Bullying isn’t just a face-to-face affair. The cyberbullying survey questions category dives into online harassment—a world fueled by texts, gaming chats, and social feeds. As digital spaces expand, these surveys capture the nuanced ways students and employees are targeted online.

Why & When to Use

Spikes in online conflict merit an online harassment questionnaire fast. Remote learning periods, in particular, can see digital aggression surge.

Digital citizenship and tech safety programs benefit from these surveys. If your community seems more anxious or rumors surface about group chats gone wrong, it’s time to ask about cyberbullying.

Optimal instances:

• Following reports of viral social media drama.
• During digital citizenship campaigns.
• When returning from remote learning or lockdown periods.

Sample Questions

1. Within the past month, how often have you received hurtful messages online?

2. Which platforms were involved in the most recent cyberbullying incident?

3. Did the online bullying continue in person at school or work?

4. How did the cyberbullying affect your mood or school/work performance?

5. What steps did you take to block or report the harasser?

Cyberbullying questions unlock patterns invisible offline and foster conversations about digital literacy, policy, and support.

Workplace Bullying Survey

Bullying isn’t left behind with grade school. A robust workplace bullying survey brings employee voices to the forefront, exposing intimidation, exclusion, or abuse among adults. These surveys create healthier, more respectful cultures at every company level.

Why & When to Use

When employee turnover surges or anonymous complaints roll in, it’s time for an employee harassment questionnaire. But don’t wait for trouble—annual engagement assessments paint a clearer picture of day-to-day dynamics.

Consider using a workplace survey:

• Annually, as part of employee engagement checks.
• After implementing new complaint or reporting systems.
• Following a series of staff exits or HR complaints.
• When planning diversity, equity, and inclusion initiatives.

Sample Questions

1. In the last 12 months, how often have you felt undermined or humiliated by a colleague or supervisor?

2. Which behaviors have you experienced? (gossip, sabotage, excessive monitoring, threats)

3. How comfortable are you with existing reporting mechanisms?

4. Have you considered leaving the organization due to bullying?

5. Rate the organization’s commitment to a respectful workplace culture (1–5).

Clear workplace survey questions show your commitment to safety, giving employees the confidence to speak up—and stick around.

Bullying Climate & Culture Survey

To gauge the whole picture, zoom out with a bullying climate survey. This tool asks everyone—students, staff, parents, or employees—about overall safety, respect, and the reach of anti-bullying policies. It sets the tone for district-wide or company-wide culture shifts.

Why & When to Use

Use an organizational culture questionnaire before rolling out comprehensive initiatives. A culture and climate survey every year or two sets benchmarks to see if you’re making sustained progress.

Ideal scenarios:

• Before launching new district or corporate policies.
• As a regular “pulse check” to benchmark growth.
• After major shifts in leadership, structure, or community demographics.

Sample Questions

1. How strongly do you agree: “People here treat one another with respect.”

2. To what extent do you feel safe in common areas (cafeteria, break room, online forums)?

3. How effective are current anti-bullying policies at preventing incidents?

4. How willing are you to report bullying without fear of retaliation?

5. What one change would most improve the overall culture of respect?

Climate surveys offer big-picture feedback, clarifying whether policies are breaking through—and where new investments are needed.

Dos and Don’ts for Crafting & Deploying Bullying Surveys

Great surveys don’t just happen. To ensure best practices for bullying surveys, follow a handful of savvy guidelines and avoid key pitfalls.

Dos

• Use anonymous, inclusive, and age-appropriate language to ensure honest feedback.
• Pilot test questions to catch confusing or misleading wording.
• Offer multi-modal access: mobile, printed, or online options ensure everyone can participate.
• Clearly communicate the purpose of the survey and outline follow-up actions.

Don’ts

• Don’t use leading or accusatory wording, which can taint your results.
• Avoid collecting identifiable data unless you have consent—protect privacy at all costs!
• Don’t delay sharing aggregated results; transparency builds trust.
• Never ignore disclosed safety risks—always have a plan for urgent follow-up.

By following these dos and don’ts, you’ll design surveys that are respectful, insightful, and poised to spark real improvements.

Conclusion & Next Steps

Choosing the right bullying survey type is the first step toward understanding and tackling harmful behaviors. Once you act on insights, you start to close the feedback loop and foster real change. Use these findings to update policies, refresh training, and tailor support services. Want to make a difference? Download a free bullying survey template or reach out for a custom survey design—and become a catalyst for safer, kinder communities.