28 Workplace Bullying Survey Questions for Effective Assessment

Anonymous Incident-Reporting Survey

Why & When to Use

Let’s face it, sometimes people don’t want to drop by HR for a chat—especially when the bully’s the boss or the situation feels intimidating. Anonymous incident-reporting surveys create a safe zone for sharing details, minus the awkward face-to-face.

These bullying survey questions kick in the moment there’s an event: think shouting, exclusion, or cyberbullying. Employees can sound the alarm, document what happened, and note if there are any witnesses, all without risking retaliation.

You keep records for future investigation questions for bullying in the workplace, and employees get a voice, even when whisper networks fail. Plus, when you’re dealing with recurrent issues or gray areas, the data stockpile helps show patterns other systems miss.

The best part? You get to ask the hard questions, collect investigation-ready data, and protect your people all at the same time. Plus, having these reporting tools boosts your reputation—especially for the silent majority who crave accountability.

Anonymous surveys are especially effective after all-hands meetings or employee communications about workplace conduct. Why? They let you see if the messages landed—or bounced.

5 Sample Questions

1. Date & time of the bullying incident.

2. Role of the person exhibiting bullying behavior (peer, supervisor, client, other).

3. Describe the behavior (e.g., shouting, exclusion, cyberbullying).

4. Were there witnesses willing to corroborate?

5. Preferred follow-up: HR investigation, mediation, no contact, etc.

A recent U.S. survey found that 84.5% of employees would be more inclined to report harassment if they could do so completely anonymously. 84.5 percent preferred anonymity

Post-Incident Investigation Survey

Why & When to Use

Here’s the thing: after a formal complaint, details matter. The post-incident investigation survey digs for specifics so investigators don’t miss the full picture.

Timing is everything. You want to send this within 48 hours and keep the questions clear and relevant, like your best detective kit for workplace harassment survey questions.

By structuring your investigation questions for bullying in the workplace, you build a chain-of-custody from the allegations to the evidence. That keeps your case strong, your process transparent, and your legal team happy.

Confidentiality is non-negotiable here. All information must be handled securely, with only authorized staff involved in the review. This reassures everyone—victims, witnesses, and the company itself—that complaints are taken seriously.

Plus, don’t just ask for “what” happened. Ask about “impact” and “resolution.” Sometimes the best solutions are born from open-ended questions and listening for the emotional fallout.

5 Sample Questions

1. What impact did the incident have on your ability to work?

2. Have there been prior incidents with the same individual?

3. Please identify any emails, messages, or documents relevant to the case.

4. Which company policies do you believe were violated?

5. What resolution would you consider satisfactory?

Bystander Perception Survey

Why & When to Use

A lot of bullying goes unreported, but not unnoticed. The bystanders see it all—silent, awkward, and a little worried they’ll be next. That’s where a bystander perception survey changes the game.

This type of bullying survey questions the silent majority, who might not report directly but are critical in shifting culture. You catch important clues about blind spots and untapped champions of respect in your organization.

Use these bullying survey questions quarterly, or after anti-bullying trainings. The insights show if your team feels empowered to act, or if fear is still running the show.

Plus, you can quickly spot if reporting tools are easy, trusted, and understood. That feedback shapes your next rollout of whistleblower or support systems.

The real win: By asking what would help people intervene safely, you find practical ways to move bystanders from “not my circus” to “I’ve got your back.”

5 Sample Questions

1. I feel empowered to speak up when I see a colleague being bullied.

2. How confident are you that HR will act on third-party reports?

3. List behaviors you’ve observed that you believe qualify as bullying.

4. Have you used the organisation’s reporting tools? Why or why not?

5. What training or resources would help you intervene safely?

Here’s a key research finding related to bystander perception in workplace bullying:

Witnessing workplace bullying significantly lowers work engagement in bystanders and increases turnover intentions, especially for those adopting outsider or assistant roles. [source]
Longitudinal study: witnessed bullying, bystander roles and work outcomes

Leadership Accountability Survey

Why & When to Use

Respect starts at the top. A leadership accountability survey gives you a front-row seat to how managers model (or mangle) workplace behavior.

This survey isn’t just for feedback’s sake. It’s a 360-degree checkup—are managers walking the talk? Are they quick to act on reports, or do they shrug things off? These bullying survey questions capture the real story.

Rated annually, this survey lights up strengths and gaps in your anti-bullying leadership playbook. Plus, it supports coaching and helps reward genuine champions, not just those who know how to talk good game in HR workshops.

Here’s the thing: When leadership is held accountable, everyone feels safer about speaking up. Staff trust rules apply equally, and it’s clear retaliation has no place.

And yes, an honest review lets you spot sketchy patterns before they become lawsuits-with-a-capital-L.

5 Sample Questions

1. My manager models respectful communication at all times.

2. Feedback about bullying is taken seriously and acted upon quickly.

3. Rate how consistently your leader enforces anti-bullying policies.

4. Leadership encourages open dialogue about workplace harassment.

5. Provide an example of a recent constructive intervention by your leader.

Exit-Interview Bullying & Harassment Survey

Why & When to Use

When someone’s walking out the door, ask the hard questions—it's your last, best shot for radical candor. This exit-interview bullying and harassment survey uncovers what staying employees won’t (or can’t) say out loud.

These bullying survey questions invite honesty by design. Departing employees have less to lose, so they’ll flag unreported incidents, loopholes in your system, or entire departments with “birds of a feather” vibes.

Catch these insights, fix bubbling trouble spots, and prevent another costly goodbye. Plus, you’ll see if bullying or harassment played a role in someone’s decision to leave.

Answer patterns over time give you rich data for improving culture and retention—win-win!

Here’s the twist: Mix open-ended and direct questions in this bullying survey. You might be surprised by what “the ones that got away” reveal.

5 Sample Questions

1. Did bullying or harassment influence your decision to leave?

2. Describe any unreported incidents you experienced or witnessed.

3. How effectively were previous concerns addressed?

4. Would you recommend this company to friends? Why or why not?

5. What single policy change would have improved your experience?

Training Effectiveness & Culture Reinforcement Survey

Why & When to Use

You’ve run the training, handed out the coffee, and watched your team nod during the PowerPoint. Here’s how you see if it actually worked. The training effectiveness and culture reinforcement survey clarifies what stuck, what faded, and what needs a tune-up.

Drop this survey 30–60 days post-training. You’ll measure retention, spot behavior changes, and crowdsource new ways to reinforce anti-bullying culture.

Ask these workplace bullying survey questions right after workshops, during onboarding, or following e-learning refreshers. The feedback is pure magic for your next session—and for fixing snooze-worthy content.

The best part? When people feel like their opinions shape future training, they invest more in making culture stick. It’s also a clever way to surface new bullying survey questions for future use.

Keep this one short, practical, and grounded in real life—not just policy gobbledygook.

5 Sample Questions

1. I can identify behaviors that constitute workplace bullying.

2. The training provided actionable steps for addressing harassment.

3. Have you applied any techniques from the training? Provide examples.

4. What topics need deeper coverage in future sessions?

5. Overall, rate the training’s impact on team civility.

Best Practices: Dos and Don’ts for Crafting Workplace Bullying Surveys

Creating a great bullying survey isn’t just about asking the tough stuff. Best practices make sure you get honest, useful answers—not legal headaches or half-truths.

Here’s your checklist for building effective workplace bullying survey questions:

• Do keep surveys anonymous unless legal documentation is required

• Do combine scaled, multiple-choice, and open-ended questions for richer data

• Do use neutral, non-accusatory wording to avoid bias

• Don’t ask leading questions that imply wrongdoing

• Don’t store identifying data in the same location as responses; ensure GDPR/CCPA compliance

• Do communicate survey results and action plans to build trust

Double-check for emotional tone, bias, and legal landmines—especially in investigation questions for bullying in the workplace.

Plus, always explain why you’re surveying and how you’ll follow up. Transparency equals trust, and your employees will notice. Remember, HeySurvey is free, forever—no gatekeeping, no fine print.

If you include a checklist on your site, double the impact by making it downloadable.

The magic of bullying survey questions is simple: you get a 360º view of risk, improvement, and progress—before, during, and after trouble hits. Mix and match these survey types for a custom bullying survey strategy that actually works. Ready to transform reporting? Download our workplace harassment survey questions PDF, or check out real-world success stories at site:heysurvey.io to see how teams like yours cut turnover and speed up investigations. When employees feel safe, creative, and heard, you gain an unbeatable edge. Make psychological safety your superpower—starting today.