Be Able To Identify And Select Ways To Support The Wellbeing Of Individuals

About this package

Supporting wellbeing at work starts with understanding what an individual needs, rather than making assumptions from their performance. This package develops learners’ ability to gather relevant information, assess its significance and choose a suitable response. It considers how circumstances, preferences and concerns shape the support someone may need, whether that involves a temporary change during a difficult period or an ongoing adjustment to help them participate effectively at work.

The first part focuses on respectful information gathering through conversations, observation and appropriate feedback. Learners explore why a missed deadline or a change in behaviour may have several possible explanations, including pain, anxiety, caring responsibilities or workload. They then consider three separate dimensions of prioritisation: how quickly action is needed, the potential impact of not acting, and the level of support required. This helps distinguish situations requiring immediate safety or escalation procedures from concerns that need a planned, proportionate response.

The second part examines physical, emotional, social, financial and workplace wellbeing factors. Topics include health, relationships, stress, motivation and work-life balance, and how these can affect concentration, reliability, safety and team contribution. Resilience is treated as the ability to adapt and recover during challenge, not as being unaffected by difficulty. Workplace examples show why changes in performance should not automatically be interpreted as a lack of skill, commitment or willingness to contribute.

Learners then consider practical support options, including signposting, adjusted ways of working, open communication and healthy routines. The emphasis is on selecting an approach that addresses the identified barrier rather than offering a generic response. Choices must take account of confidentiality, equality, diversity and individual preferences, alongside agreed team goals. By connecting information gathering, prioritisation and justified support decisions, the package provides a structured basis for more thoughtful and inclusive workplace wellbeing conversations.

Who it’s for

This package suits team leaders, supervisors, managers and others who help identify and respond to individuals’ wellbeing needs at work. It is relevant to learners developing practical skills in supportive conversations, prioritisation and selecting appropriate workplace support.

What’s covered

1. Respectful wellbeing information gathering

   Identify wellbeing needs through respectful conversations, observation and appropriate feedback, taking account of circumstances, preferences and concerns. Workplace examples illustrate why performance figures alone cannot establish what support an individual needs.

2. Prioritising urgency, impact and support level

   Distinguish how quickly action is needed, what could happen without support and who has the appropriate capability to respond. Consider when immediate safety measures or escalation procedures are required and when a planned response is more suitable.

3. Wellbeing factors, performance and resilience

   Explore how physical, emotional, social, financial and workplace factors influence performance and an individual’s ability to contribute to the team. Examine resilience as adapting, recovering and learning during challenge, rather than remaining unaffected by it.

4. Selecting wellbeing approaches for inclusive team goals

   Compare practical responses such as signposting, work adjustments, open communication and healthy routines against the individual’s identified needs. Select and justify approaches that respect confidentiality, equality, diversity and preferences while contributing to agreed team goals.

Learning outcomes

By completing this package, learners can:

• Identify and gather relevant information from appropriate sources to establish an individual’s wellbeing needs, preferences and circumstances.
• Explain how physical, emotional, social, financial and workplace wellbeing factors can influence an individual’s performance and resilience.
• Analyse the relationship between identified wellbeing needs, contributing factors and the potential impact on an individual’s ability to contribute to the team.
• Categorise wellbeing needs according to their urgency, potential impact and the level of support required.
• Apply appropriate communication and information-gathering techniques to identify suitable wellbeing support options for an individual.
• Select wellbeing approaches that address the individual’s identified needs while respecting confidentiality, equality, diversity and individual preferences.
• Justify the selection of wellbeing approaches by evaluating how they are expected to improve individual wellbeing and contribute to agreed team goals.

Frequently asked questions

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