✅ Employee Wellness Check-In Checklist
Lead with awareness. Respond with empathy. Support with action.
This isn’t about playing therapist. It’s about paying attention.
Whether you lead a team of 2 or 200, your people bring their whole lives to work. As a manager, you’re not expected to fix what’s hard — but you are in a position to notice when something’s off, ask the right questions, and offer support that’s both human and practical.
This checklist will help you do just that.
🔍 What to Look For
Changes in behavior often tell a deeper story. Notice patterns, not just isolated moments:
- Sudden drop in productivity or focus
- Missed deadlines or uncharacteristic mistakes
- Increased absenteeism or tardiness
- Disengagement in meetings or team settings
- Emotional outbursts or visible frustration
- Reluctance to take time off or rest
- “Always on” behavior — working late, emailing at all hours
- Visible stress, exhaustion, or burnout
💬 How to Start the Conversation
Choose a private setting, stay present, and keep it open-ended.
- “Hey, I’ve noticed a few things lately — is everything okay?”
- “You’ve had a lot on your plate. How are you holding up?”
- “No pressure to share, but I wanted to check in. I care about how you’re doing.”
- “What support would be helpful right now, if anything?”
Tip: Listen more than you speak. Silence can be an opening.
🧰 What You Can Offer (Even Without a Big Budget)
This is about practical, real-time flexible solutions:
- Flexible hours or remote options when needed
- Shifted deadlines to lighten short-term pressure
- Encouragement to use PTO — and unplug
- Access to free or low-cost mental health resources (Headspace, Calm, hotlines, EAP’s. support groups)
- Regular check-ins to stay connected and spot issues early
- Clear reassurance that asking for help won’t hurt their job
- Understanding when caregiving, grief, or burnout are in play
🧭 If They Say, “I’m Not Okay”
- Listen first. Don’t problem-solve immediately.
- Acknowledge their honesty. Thank them for trusting you.
- Ask: “What would help right now?” or “What would make this feel manageable?”
- Adjust where you can. Even a small change signals support.
- Share resources. Internal or external — or offer to help look.
- Set a time to follow up. Don’t let this be the only conversation.
- Document appropriately if performance or safety is impacted
📝 Follow Through
- Revisit the conversation within a few days. Don’t assume “fine” means it’s over.
- Track patterns or ongoing concerns discreetly – protect privacy.
- Apply support consistently across your team.
- Take care of yourself too — leadership starts with modeling
- Apply support consistently across your team.
Checking in isn’t a soft skill — it’s leadership.
And sometimes, asking one simple question can change everything.
Start there. Stay present. Follow through.
It matters more than you know.
To download DIY-HR Employee Wellness Check
