Manager's Guide to Team Wellbeing

I'm a manager and I want to genuinely support my team's wellbeing without being intrusive or performative.

My team:
- Size: [NUMBER OF PEOPLE]

- Setup: [REMOTE / OFFICE / HYBRID]
- Industry: [INDUSTRY]
- Current pressures: [DESCRIBE]
- I've noticed: [ANY SIGNS OF BURNOUT, DISENGAGEMENT, OR STRESS]

Provide:
1. **Warning Signs**: How to spot burnout, overwhelm, and disengagement early (without surveillance)
2. **Check-In Framework**: Questions to ask in 1:1s that actually surface how someone is doing
3. **Psychological Safety**: 5 specific actions that build trust so people will actually tell me if they're struggling
4. **Workload Audit**: How to review team capacity and redistribute when someone is drowning
5. **Meeting Hygiene**: Rules to reduce meeting fatigue and protect focused work time
6. **Flexibility Framework**: How to offer flexibility fairly without creating resentment
7. **Difficult Conversations**: Scripts for when I need to tell someone I'm concerned about them
8. **Role Modelling**: How my own behaviour (sending late emails, skipping lunch) affects the team
9. **Team Rituals**: Low-effort, high-impact practices that build connection and reduce isolation
10. **Resources Guide**: What support to point people towards (EAP, occupational health, GP) and how to suggest it sensitively

I'm a manager and I want to genuinely support my team's wellbeing without being intrusive or performative.

My team:
- Size: [NUMBER OF PEOPLE]
- Setup: [REMOTE / OFFICE / HYBRID]
- Industry: [INDUSTRY]
- Current pressures: [DESCRIBE]
- I've noticed: [ANY SIGNS OF BURNOUT, DISENGAGEMENT, OR STRESS]

Provide:
1. **Warning Signs**: How to spot burnout, overwhelm, and disengagement early (without surveillance)
2. **Check-In Framework**: Questions to ask in 1:1s that actually surface how someone is doing
3. **Psychological Safety**: 5 specific actions that build trust so people will actually tell me if they're struggling
4. **Workload Audit**: How to review team capacity and redistribute when someone is drowning
5. **Meeting Hygiene**: Rules to reduce meeting fatigue and protect focused work time
6. **Flexibility Framework**: How to offer flexibility fairly without creating resentment
7. **Difficult Conversations**: Scripts for when I need to tell someone I'm concerned about them
8. **Role Modelling**: How my own behaviour (sending late emails, skipping lunch) affects the team
9. **Team Rituals**: Low-effort, high-impact practices that build connection and reduce isolation
10. **Resources Guide**: What support to point people towards (EAP, occupational health, GP) and how to suggest it sensitively