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Employee Wellbeing

Employee wellbeing refers to the condition of employees’ mental and physical health, resulting from dynamics within – and sometimes outside of – the workplace. Learn about the importance and impact of employee wellbeing with this Qstream microlearning course.

Category: Health and Wellbeing

Industry: General

Questions: 15

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Employee Wellbeing

Navigate through the Qstream questions below to preview. Each challenge is designed following Qstream’s best practices for maximum knowledge reinforcement and engagement. This Qstream is free for clients to use as a starting point.

1. Frequency of Well-being Checks >
2. Improving Employee Well-being >
3. Needs of the Workforce >
4. Work-Life Balance Barriers >
5. Remote Work Isolation >
6. Ergonomic Factors >
7. Implementing Change >
8. Inclusion and Diversity Scenario >
9. Physical Well-being Scenario >
10. Coaching Program Scenario >
11. Mission Statement Scenario >
12. New Employee Scenario >
13. Mental Health Scenario >
14. Work-from-home Scenario >
15. Interpersonal Conflict Scenario >

Follow the interactions on each screen to answer Qstream questions as a Participant.

Employers should check in on the health of their organization _______.

Answer explanation:
A healthy organization constantly strives to improve the well-being of its employees and ensures they have the support needed to do their best work. Weekly check-ins, quarterly staff meetings, and annual employee surveys are helpful in assessing well-being but should be part of a larger strategy.

Organizations should work to improve the following areas as part of their continual improvement process:
• Physical health
• Emotional health
• Psychological well-being
• Social relationships
• Financial stability

As an employer implementing a strong well-being strategy, which of the following represents categories your organization should seek to improve?

Answer explanation:
An effective well-being strategy focuses on ensuring the workforce has the tools and support necessary to do their best work. This means continually improving the following areas:

• Physical health
• Emotional health
• Social relationships
• Psychological well-being
• Financial stability

A healthy workplace incorporates well-being in the culture of the organization as it builds a positive work environment for all employees.

When considering the needs of your workforce, your organization’s well-being strategy should be:

Answer explanation:
Every workforce has its unique challenges and needs, so your well-being strategy will be most effective if customized to address the challenges and needs of your organization. Start with the seven key domains of employee well-being as your customizable pathway towards developing a healthy organization:

• Health
• Good work
• Values
• Social
• Personal growth
• Good lifestyle choices
• Financial well-being

Your strategy should also be well communicated to the workforce because it demonstrates your commitment to developing a healthy workplace.

Your company has solicited staff feedback through an organizational health survey. A surprising number of employees on your team report that they are “highly dissatisfied” with their work-life balance.

You are eager to overcome this barrier to employee well-being, so you implement which of the following practices to improve work-life balance?

Answer explanation:
An overload of work can diminish an employee’s work-life balance and result in a barrier to workplace well-being. While additional recognition and compensation sound great in theory, they do little to address the root cause of staff dissatisfaction. Supervisors should use weekly check-in meetings with their staff to see what’s on their plate and support redistribution of work if necessary. For example, work that requires a less specialized skillset may be assigned to a more junior employee who has open time. This can help improve job satisfaction and boost morale as employees feel supported and that their workload is manageable.

Employees working from home may experience isolation due to which of the following?

Answer explanation:
While quick and convenient, email and messaging programs often remove the human element from conversations. These faceless interactions may lead employees in remote office settings to feel isolated and disconnected from the team. To help overcome this barrier, consider setting up regular on-camera meetings as well as casual team-building opportunities like a weekly Zoom coffee club.

The executive team has tasked you with recommending improvements to your company’s physical environment to maximize employee well-being. You’ve solicited feedback from staff and determined that an ergonomic audit is an essential first step. Which of the following factors are included when assessing workplace ergonomics?

Answer explanation:
Workplace ergonomics is focused on optimizing the way in which people interact with their work environment. It is defined as “the science of fitting workplace conditions and job demands to the capabilities of the working population.” This is accomplished by assessing factors like office workstation positions, available lighting, and opportunities for postural and vision breaks. Other potential barriers to performance include keyboard and mouse equipment, audio accessories, and mobile device use. Maximizing workplace ergonomics improves the physical health of employees, increases productivity, and contributes to a culture of well-being.


Resource linked here
Quote source linked here

There have been some significant shifts in your industry and, as a result, the organization you lead needs to restructure the senior leadership team. Which of the following actions would help to promote a healthy workplace during this time of change?

Answer explanation:
Open communication with employees enhances well-being in the domain of Good Work. During change management initiatives such as an organizational restructure, employees should be encouraged to use their voice, get involved, and demonstrate leadership. This can be facilitated by openly communicating changes and asking for feedback regularly throughout the process.

Which of the following strategies best demonstrates an organization’s commitment to inclusion and diversity in the workplace as part of an ongoing well-being strategy?

Answer explanation:
Ensuring that employees feel they “belong” in the workplace is an important part of a well-being strategy. Showcasing the unique journeys of employees at all levels of the organization is one method for promoting an inclusive workplace and demonstrating that the organization welcomes and values different experiences, backgrounds, and cultures. While training and educational supports are an important part of a well-being strategy, they should be embedded in the regular functioning of the organization rather than arranged as one-time or annual events. Note that underrepresented employees should not be asked to carry the burden of educating their colleagues on diversity.

Over the past several months, you’ve noticed that one of your employees has been calling out sick more often than usual. At your 1:1 meeting, the employee discloses that they’ve been experiencing some unexplained physical pain lately and feel bad about missing so much work. To help ensure the physical well-being of this employee, to which of the following activities should you commit?

Answer explanation:
Regularly auditing employees’ workstations can identify potential barriers to physical well-being. A comfortable posture is especially important for employees who perform repetitive tasks like typing or using a laptop. Employees who are experiencing physical pain are less able to focus on their work and more likely to require sick leave. Ensuring good ergonomic practices can reduce costs associated with lost work time and show employees that the organization cares about their comfort and safety. Accommodating doctor visits is also essential in allowing employees time to regain their health.

Which of the following practices will emphasize the Personal Growth domain for employees in your organization?

Answer explanation:
Career development, including coaching programs and professional development opportunities, is an important part of the Personal Growth domain because they encourage progress over stagnation. Other ways to foster Personal Growth include implementing a performance management system, annual goal setting and planning sessions, and access to collaboration opportunities like innovation workshops.

The senior leadership team is soliciting input from a broad spectrum of employees to refine the organization’s mission statement so that it better reflects their objectives and guiding principles. This demonstrates their commitment to the _______ domain of employee well-being.

Answer explanation:
When a leadership team focuses on guiding principles, ethical standards, and diversity, they are committed to the Values domain of employee well-being. Ensuring that the mission statement reflects the work of the organization and includes the perspectives of its employees helps to build a healthy workplace.

A new employee has joined the organization and will be working with a closely knit group. To help them get to know the team, you’ve set up a fruit and granola station next to their desk and invited everyone to grab some breakfast and say hello. This strategy best represents the _____ domain of employee well-being.

Answer explanation:
Openly welcoming new staff and encouraging a sense of belonging improves the Social domain of employee well-being. The strategy in this scenario facilitates dialogue with the new employee and offers a starting point in developing a working relationship with the team. The menu choices are certainly healthy, but the focus here is primarily on positive relationships in the Social domain.

An employee has been visibly frustrated for some time at work and recently demonstrated a tearful response towards coworkers when asked to collaborate on a new project. You suspect this individual may be experiencing an anxiety-related mental health issue. As a next step, you should do which of the following?

Answer explanation:
Mental health challenges should be addressed vigilantly in the workplace but in a way that respects the employee’s privacy. Asking the employee directly about what might be contributing to their anxiety offers an opportunity to help reduce workplace stressors and improve mental well-being. While it is important to reduce the stigma associated with mental health issues, this should be accomplished through a culture of open conversation rather than singling out an individual employee.

A long-time employee of the organization recently transitioned to a work-from-home role. They have a history of strong performance, punctuality, and consistent follow-through. However, since working from a home office, they’ve been slow to respond to messages in the afternoons and repeatedly join meetings several minutes late. After a conversation, the employee shares that afternoons are difficult because their children require much-needed attention when they get home from school. Which of the following solutions would best overcome the well-being barrier presented here?

Answer explanation:
Actively promoting flexibility in work-from-home arrangements can improve the well-being of employees who may be struggling to find a sense of balance. In this instance, building a daily block of time into the employee’s schedule so they can tend to their family’s needs helps reduce stress and improve focus. The employer benefits as well, as this type of strategy reduces the risk of losing a high-performing employee and improves productivity!

A department within the organization is struggling with interpersonal conflicts. Recent staffing changes have shifted the group’s dynamics. Gossip has become a problem, and it appears that individuals are starting to “take sides.” Which of the following strategies would best overcome the barriers to workplace well-being presented here?

Answer explanation:
To improve the social well-being of the team, employees should feel encouraged to participate in genuine dialogue and be involved in decision-making. In this example, a working agreement that is developed collaboratively allows everyone on the team to feel heard and sets guidelines for how the team will function as a unit moving forward. The working agreement should reinforce teamwork, healthy relationships, and respect for all in the workplace. As future conflicts arise, the working agreement serves as a reminder of how the team decided to work together.

Encouraging social interaction among the team members also helps to alleviate communication barriers. In this instance, taking time out to participate in an activity together may help improve collaboration in the long run.

Employers should check in on the health of their organization _______.

Answer explanation:
A healthy organization constantly strives to improve the well-being of its employees and ensures they have the support needed to do their best work. Weekly check-ins, quarterly staff meetings, and annual employee surveys are helpful in assessing well-being but should be part of a larger strategy.

Organizations should work to improve the following areas as part of their continual improvement process:
• Physical health
• Emotional health
• Psychological well-being
• Social relationships
• Financial stability

As an employer implementing a strong well-being strategy, which of the following represents categories your organization should seek to improve?

Answer explanation:
An effective well-being strategy focuses on ensuring the workforce has the tools and support necessary to do their best work. This means continually improving the following areas:

• Physical health
• Emotional health
• Social relationships
• Psychological well-being
• Financial stability

A healthy workplace incorporates well-being in the culture of the organization as it builds a positive work environment for all employees.

When considering the needs of your workforce, your organization’s well-being strategy should be:

Answer explanation:
Every workforce has its unique challenges and needs, so your well-being strategy will be most effective if customized to address the challenges and needs of your organization. Start with the seven key domains of employee well-being as your customizable pathway towards developing a healthy organization:

• Health
• Good work
• Values
• Social
• Personal growth
• Good lifestyle choices
• Financial well-being

Your strategy should also be well communicated to the workforce because it demonstrates your commitment to developing a healthy workplace.

Your company has solicited staff feedback through an organizational health survey. A surprising number of employees on your team report that they are “highly dissatisfied” with their work-life balance.

You are eager to overcome this barrier to employee well-being, so you implement which of the following practices to improve work-life balance?

Answer explanation:
An overload of work can diminish an employee’s work-life balance and result in a barrier to workplace well-being. While additional recognition and compensation sound great in theory, they do little to address the root cause of staff dissatisfaction. Supervisors should use weekly check-in meetings with their staff to see what’s on their plate and support redistribution of work if necessary. For example, work that requires a less specialized skillset may be assigned to a more junior employee who has open time. This can help improve job satisfaction and boost morale as employees feel supported and that their workload is manageable.

Employees working from home may experience isolation due to which of the following?

Answer explanation:
While quick and convenient, email and messaging programs often remove the human element from conversations. These faceless interactions may lead employees in remote office settings to feel isolated and disconnected from the team. To help overcome this barrier, consider setting up regular on-camera meetings as well as casual team-building opportunities like a weekly Zoom coffee club.

The executive team has tasked you with recommending improvements to your company’s physical environment to maximize employee well-being. You’ve solicited feedback from staff and determined that an ergonomic audit is an essential first step. Which of the following factors are included when assessing workplace ergonomics?

Answer explanation:
Workplace ergonomics is focused on optimizing the way in which people interact with their work environment. It is defined as “the science of fitting workplace conditions and job demands to the capabilities of the working population.” This is accomplished by assessing factors like office workstation positions, available lighting, and opportunities for postural and vision breaks. Other potential barriers to performance include keyboard and mouse equipment, audio accessories, and mobile device use. Maximizing workplace ergonomics improves the physical health of employees, increases productivity, and contributes to a culture of well-being.


Resource linked here
Quote source linked here

There have been some significant shifts in your industry and, as a result, the organization you lead needs to restructure the senior leadership team. Which of the following actions would help to promote a healthy workplace during this time of change?

Answer explanation:
Open communication with employees enhances well-being in the domain of Good Work. During change management initiatives such as an organizational restructure, employees should be encouraged to use their voice, get involved, and demonstrate leadership. This can be facilitated by openly communicating changes and asking for feedback regularly throughout the process.

Which of the following strategies best demonstrates an organization’s commitment to inclusion and diversity in the workplace as part of an ongoing well-being strategy?

Answer explanation:
Ensuring that employees feel they “belong” in the workplace is an important part of a well-being strategy. Showcasing the unique journeys of employees at all levels of the organization is one method for promoting an inclusive workplace and demonstrating that the organization welcomes and values different experiences, backgrounds, and cultures. While training and educational supports are an important part of a well-being strategy, they should be embedded in the regular functioning of the organization rather than arranged as one-time or annual events. Note that underrepresented employees should not be asked to carry the burden of educating their colleagues on diversity.

Over the past several months, you’ve noticed that one of your employees has been calling out sick more often than usual. At your 1:1 meeting, the employee discloses that they’ve been experiencing some unexplained physical pain lately and feel bad about missing so much work. To help ensure the physical well-being of this employee, to which of the following activities should you commit?

Answer explanation:
Regularly auditing employees’ workstations can identify potential barriers to physical well-being. A comfortable posture is especially important for employees who perform repetitive tasks like typing or using a laptop. Employees who are experiencing physical pain are less able to focus on their work and more likely to require sick leave. Ensuring good ergonomic practices can reduce costs associated with lost work time and show employees that the organization cares about their comfort and safety. Accommodating doctor visits is also essential in allowing employees time to regain their health.

Which of the following practices will emphasize the Personal Growth domain for employees in your organization?

Answer explanation:
Career development, including coaching programs and professional development opportunities, is an important part of the Personal Growth domain because they encourage progress over stagnation. Other ways to foster Personal Growth include implementing a performance management system, annual goal setting and planning sessions, and access to collaboration opportunities like innovation workshops.

The senior leadership team is soliciting input from a broad spectrum of employees to refine the organization’s mission statement so that it better reflects their objectives and guiding principles. This demonstrates their commitment to the _______ domain of employee well-being.

Answer explanation:
When a leadership team focuses on guiding principles, ethical standards, and diversity, they are committed to the Values domain of employee well-being. Ensuring that the mission statement reflects the work of the organization and includes the perspectives of its employees helps to build a healthy workplace.

A new employee has joined the organization and will be working with a closely knit group. To help them get to know the team, you’ve set up a fruit and granola station next to their desk and invited everyone to grab some breakfast and say hello. This strategy best represents the _____ domain of employee well-being.

Answer explanation:
Openly welcoming new staff and encouraging a sense of belonging improves the Social domain of employee well-being. The strategy in this scenario facilitates dialogue with the new employee and offers a starting point in developing a working relationship with the team. The menu choices are certainly healthy, but the focus here is primarily on positive relationships in the Social domain.

An employee has been visibly frustrated for some time at work and recently demonstrated a tearful response towards coworkers when asked to collaborate on a new project. You suspect this individual may be experiencing an anxiety-related mental health issue. As a next step, you should do which of the following?

Answer explanation:
Mental health challenges should be addressed vigilantly in the workplace but in a way that respects the employee’s privacy. Asking the employee directly about what might be contributing to their anxiety offers an opportunity to help reduce workplace stressors and improve mental well-being. While it is important to reduce the stigma associated with mental health issues, this should be accomplished through a culture of open conversation rather than singling out an individual employee.

A long-time employee of the organization recently transitioned to a work-from-home role. They have a history of strong performance, punctuality, and consistent follow-through. However, since working from a home office, they’ve been slow to respond to messages in the afternoons and repeatedly join meetings several minutes late. After a conversation, the employee shares that afternoons are difficult because their children require much-needed attention when they get home from school. Which of the following solutions would best overcome the well-being barrier presented here?

Answer explanation:
Actively promoting flexibility in work-from-home arrangements can improve the well-being of employees who may be struggling to find a sense of balance. In this instance, building a daily block of time into the employee’s schedule so they can tend to their family’s needs helps reduce stress and improve focus. The employer benefits as well, as this type of strategy reduces the risk of losing a high-performing employee and improves productivity!

A department within the organization is struggling with interpersonal conflicts. Recent staffing changes have shifted the group’s dynamics. Gossip has become a problem, and it appears that individuals are starting to “take sides.” Which of the following strategies would best overcome the barriers to workplace well-being presented here?

Answer explanation:
To improve the social well-being of the team, employees should feel encouraged to participate in genuine dialogue and be involved in decision-making. In this example, a working agreement that is developed collaboratively allows everyone on the team to feel heard and sets guidelines for how the team will function as a unit moving forward. The working agreement should reinforce teamwork, healthy relationships, and respect for all in the workplace. As future conflicts arise, the working agreement serves as a reminder of how the team decided to work together.

Encouraging social interaction among the team members also helps to alleviate communication barriers. In this instance, taking time out to participate in an activity together may help improve collaboration in the long run.

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