Be Able To Support Team Wellbeing

About this package

Supporting team wellbeing involves recognising when someone may need help and responding with care, rather than waiting for a crisis. This package focuses on individual wellbeing conversations and the practical actions that follow them. It helps learners consider signs of reduced wellbeing, individual needs and workplace factors without jumping to conclusions or treating a supportive discussion as a performance criticism. The emphasis is on understanding the team member’s experience and agreeing a manageable way forward.

The first part covers preparation and conduct. Learners consider the purpose of a conversation, questions that encourage open discussion, privacy arrangements and potential sources of support. It then explores how to listen actively, ask empathetic questions and communicate professionally during a confidential discussion. The content distinguishes a manager’s supportive role from therapy, interrogation or trying to fix everything immediately. Workplace examples, including rota changes affecting sleep and childcare, show why acknowledging someone’s experience matters.

The second part addresses what happens after the conversation. Learners explore how to turn concerns into agreed priorities, recognise the boundaries of managerial support and identify when escalation or referral is needed. Follow-up may include agreed adjustments, referrals or further check-ins. The package also considers how to monitor whether those actions are helping and adapt the support plan where necessary. An example involving fatigue, rotating shifts and caring responsibilities illustrates the need to prioritise rather than attempt to resolve every concern at once.

Accurate records connect the conversation to accountable action. The package covers documenting what has been agreed, who is responsible, relevant dates, outcomes and future review arrangements, including situations where there has been no change yet. It links record-keeping and support routes to organisational policy, confidentiality and secure handling of information. Delivered through the buyer’s own LMS and containing video, this e-learning package suits training focused on practical, respectful support for individual team members.

Who it’s for

This package suits managers, team leaders and supervisors responsible for supporting individual team members’ wellbeing. It is also relevant to learners preparing for a role with people-management responsibilities.

What’s covered

1. Planning Individual Wellbeing Conversations

   Prepare a purposeful conversation by considering individual needs, workplace factors and signs of reduced wellbeing. This part covers planning appropriate questions, arranging privacy and identifying potential support before the discussion takes place.

2. Conducting Supportive Confidential Wellbeing Conversations

   Explore active listening, empathetic questioning and communication that helps team members speak openly. The focus is on acknowledging their experience while keeping confidentiality and professional boundaries clear.

3. Follow-Up Actions, Escalation and Support-Plan Monitoring

   Turn information shared in a conversation into agreed priorities and proportionate actions, such as adjustments, referrals or check-ins. Recognise when further help is needed, monitor the effects of support and adapt the plan where necessary.

4. Policy-Compliant Wellbeing Records and Support Routes

   Record agreed actions, responsibilities, dates, outcomes and follow-up arrangements accurately and securely. This part explains how organisational policy governs records and how to select and document appropriate support routes.

Learning outcomes

By completing this package, learners can:

• Identify the organisational policies, confidentiality requirements and available wellbeing support routes relevant to individual team members.
• Explain how individual needs, workplace factors and signs of reduced wellbeing can inform preparation for a supportive conversation.
• Prepare a structured plan for a wellbeing conversation that identifies its purpose, appropriate questions, privacy arrangements and potential sources of support.
• Demonstrate active listening, empathetic questioning and appropriate communication techniques when conducting a confidential wellbeing conversation with an individual team member.
• Analyse information shared during a wellbeing conversation to identify agreed priorities, boundaries of managerial support and any required escalation or referral actions.
• Develop and implement proportionate follow-up actions that support the individual’s wellbeing, including agreed adjustments, referrals or further check-ins.
• Evaluate the outcomes of follow-up wellbeing actions through appropriate monitoring and adapt the support plan where necessary.
• Record agreed actions, outcomes and follow-up arrangements accurately, objectively and securely in line with organisational policy.

Frequently asked questions

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