Ask yourself the following questions before the conversation:

• What do you consider important to focus on when having individual well-being conversations with your employees?
• How can you incorporate EVI's four well-being categories into the dialogue?
• What are you already doing to ensure a dialogue about well-being between you and your employees?
• What do you see as the biggest challenge and the greatest benefit of using the digital well-being survey?

Create a structure for the conversation

Use the 'conversation diamond' to structure the conversation with your employee. The double triangle illustrates the key topics you should cover and also indicates where you should invest the most time and energy during the conversation.

Below, we'll go through the individual points in the model.

01: Set the framework

• Agree on a meeting time and find a quiet and undisturbed place where you can talk freely.
• Explain the purpose and make it clear that the conversation is on your employee's terms.
• Be clear, concise, and focused on work-related matters.

02: Explore well-being together

Explore your employee's well-being through probing questions, for example:

• How do you feel about your workplace well-being?
• What particularly influences your well-being?

It's important that your employee doesn't feel obligated to reveal their well-being score or stress risk. The survey is anonymous.

03: Consider possibilities

• What can both of you do to maintain or improve your employee's well-being? Focus on concrete actions.
• What do these actions require from the employee, colleagues, and you as the leader?
• What impact does the employee expect these actions to have on their well-being?
• How can you provide support as a leader?

04: Make clear agreements

• Who does what?

• What's the time frame for the agreed-upon actions?

• When should you communicate again?

Wrap up the meeting by asking your employee to summarize the agreements you've made.