Review workload and wellbeing

Discuss demand, control, support, recovery time, role clarity, difficult interactions, and sustainable adjustments with staff rather than inferring wellbeing from productivity or presence data.

Field	Value
Business area	staff-administration
Primary role	general-manager
Frequency	monthly
Privacy sensitivity	high
Security sensitivity	low
Compliance review	needed

Trigger and handoff

Trigger: Scheduled one-to-one or team review, material workload change, absence pattern, or staff-raised concern.

Inputs

• Staff-provided experience
• Roster and work-demand evidence
• Open role and process issues

Outputs

• Agreed support and workload actions
• Escalated safety or specialist need
• Follow-up date

Current manual methods

• Informal check-in
• Overtime total
• Annual engagement survey

Human judgment and approvals

• Listen without diagnosing and recognize risk signals

• Balance confidentiality

• duty of care

• fairness

• and operational change

• Approval: Staff member and manager agree routine actions; qualified people owner handles sensitive or formal measures

Failure modes

• Dashboard is used to diagnose an individual
• Staff disclosure is shared beyond need

Success metrics

• Agreed actions complete and are reviewed for effect
• Repeated overload signals prompt capacity or process decisions