Well-being & Workload
Employee Well-Being Check-In
An employee well-being check-in is a regular, caring conversation in which a manager asks how a person is doing at work: their energy, their balance, their relationships and the support they need. It is a management conversation, not a medical or psychological assessment. These questions help you open the discussion without prying, and decide what practical help you can offer.
17 questions
When to use this template
- As part of regular one-to-ones, to normalise talking about how people feel at work and not only about tasks.
- After a demanding period such as a deadline, a busy season or a restructuring.
- When you notice a change in behaviour, energy or mood, and want to show that you are available.
Questions to ask
How are you, really
- 01How have you been feeling at work over the last few weeks?
- 02What has given you energy recently?
- 03What has taken energy away from you?
Balance and rhythm
- 04How do you feel about the balance between your work and your life outside work?
- 05Are you able to take breaks and switch off at the end of the day?
- 06How are you sleeping and recovering between workdays, as far as you are comfortable sharing?
- 07Have you been able to take the time off you need?
Relationships at work
- 08How are things with your colleagues?
- 09Do you feel you can ask for help when you need it?
- 10Is there anything in the team atmosphere that is bothering you?
Support and resources
- 11What would make your working days feel lighter?
- 12Are you aware of the support available to you, such as occupational health or an assistance programme?
- 13What can I do as your manager to help?
- 14Is there anything you would like me to know that you have not told me yet?
Closing
- 15What is one small change that would make a difference for you?
- 16How would you like us to follow up on this?
- 17Is there anything else you would like to say before we finish?
Tips for a useful conversation
- Make clear that sharing is voluntary: people decide how much they want to say about their personal life.
- Listen without trying to fix everything immediately, and ask what kind of support the person wants.
- Keep what you hear confidential, and say honestly in which case you would have to involve someone else.
- You are a manager, not a clinician: do not interpret or diagnose. If you notice signs of serious distress, refer the person to occupational health or the appropriate professionals.
- Turn what you learn into practical adjustments such as schedule, priorities or workload, and follow up.
Mistakes to avoid
- Asking about well-being once a year and only when something has already gone wrong.
- Giving advice about health or private life, or drawing medical conclusions.
- Sharing what the person confided with others without telling them.
- Offering reassurance such as 'it will pass' instead of really listening.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.