Three prompts for better wellbeing conversations in the workplace

This informal CPD article, ‘Three prompts for better wellbeing conversations in the workplace‘, was provided by Money First Aid, who provide participants with the necessary knowledge and skills to assist their colleagues in overcoming financial difficulties, while also helping create a supportive and understanding work environment.

Three prompts for better wellbeing conversations in the workplace

All organisations have their own approach to workplace wellbeing. With so many solutions now on offer, it can be difficult for organisations to know which benefits, products and services will provide the most effective support to their own employees. The starting point to defining or refining any wellbeing strategy is understanding what your specific team of employees really need.

The most direct and rewarding way to do this is through the power of conversation. Many organisations are now embracing roles like Wellbeing Champions, Mental Health First Aiders and Money First Aiders because they understand the importance of taking a human approach to wellbeing. People who take on such roles form a key part of any workplace wellbeing strategy, acting as ambassadors for wellbeing initiatives, promoters of workplace benefits and cheerleaders for a supportive working environment. They are also on the frontline talking to their colleagues about their wellbeing challenges and concerns.

Navigating wellbeing conversations can be difficult for everyone involved. The topics being discussed can be deeply personal, sensitive and emotional, and it’s important that all parties feel heard, respected, understood and protected. Training wellbeing champions to have the necessary skills for these conversations is critical to ensuring both their own success in the role and the value for the organisation.

Here are three prompts that wellbeing champions can use to have effective wellbeing conversations in the workplace.

1. ‘What do you need from me?’

This is a powerful question to ask somebody seeking support with their wellbeing for several reasons.

• It ensures responsibility and accountability remains with the person seeking support, encouraging them to identify their own needs. This promotes a sense of agency and ownership over their development.
• It tailors and directs the conversation to the person’s individual needs.
• It helps to ensure the wellbeing champion does not provide unsolicited advice or overstep the boundaries of their role. It can also invite a conversation about expectations of what the wellbeing champion can and cannot help with.
• It encourages clarity and focus.
• It helps to build a collaborative relationship.
• It shows respect and active listening.

2. ‘Tell me more about…’

This is an effective phrase to use during a wellbeing conversation because:

• Sometimes, the first response may only scratch the surface of the issue. Asking ‘tell me more about’ encourages deeper reflection and prompts the individual to explore their thoughts, feelings, and experiences more thoroughly. This can lead to greater self-awareness and insight.
• The phrase is open-ended and invites the person to share more without feeling judged. It avoids the risk of making assumptions, allowing the individual to guide the conversation in the direction they feel is most important.
• By showing genuine curiosity, it creates a safe, supportive environment. This helps to build trust and rapport.
• It reinforces that the conversation is centred on the individual’s needs and experiences.
• It promotes active listening. It helps the individual feel heard and valued.

3. ‘I noticed… what’s happening for you?’

You may have noticed signs that someone is struggling emotionally, or a phrase that someone is repeating in a conversation, or a shift in their body language or tone of voice. Sharing these observations can be effective for a number of reasons:

• Highlighting specific behaviours helps the individual become more aware of their actions, reactions, or patterns that they may not have consciously noticed. These can be positive attributes to help them build confidence, or areas for improvement that may have been overlooked.
• Sharing observations rather than opinions provides neutral, objective feedback. This reduces defensiveness and may help the individual see their behaviour from a different perspective without feeling judged.
• It opens up space for reflection.
• Acknowledging what you've observed can help an individual feel seen and understood, validating their experience. 
• Describing behaviour rather than focusing on outcomes helps ground the conversation in tangible actions. This leads to more productive discussions about specific areas for development, rather than abstract or vague commentary.

By sharing what you notice in someone's behaviour, you’re providing a mirror for them to better understand themselves, sparking meaningful reflection and positive change.

Fostering a culture of wellbeing in the workplace requires open, empathetic, and supportive conversations. By empowering individuals like Wellbeing Champions, Mental Health First Aiders, and Money First Aiders, organisations can take a proactive, human-centred approach to employee support. With the right training and tools, these roles not only promote wellbeing initiatives but also help create a safe space for employees to express their concerns and receive the support they need. As organisations continue to refine their wellbeing strategies, the power of genuine conversation will remain central to building trust, improving mental health, and ultimately driving positive workplace outcomes.

We hope this article was helpful. For more information from Money First Aid, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.