In this section, you'll learn how your wellbeing affects your performance and why it is important to check-in with yourself and discuss your wellbeing with your manager. 
What is Wellbeing?
It is important to remember that every organisation is made of individual people. Every person's wellbeing and and ability to do their part is therefore critical. We all would like to work in an environment where people are happy and productive!
OpenBlend's Wellbeing module allows you to check-in with yourself, using 3 simple questions, scored between 1-10.
- How happy are you?
- How confident are you?
- How capable do you feel to manage stress?
These questions are based on OpenBlend's initial research, looking into the key factors that showed employees that score themselves highly on these questions are able to perform well at work.
Updating your Wellbeing scores regularly helps you to check in with yourself about how you're feeling. Have you noticed who or what is making you feel happy, confident, able to cope with stress? What's interfering with that?
How can you best use Wellbeing in a conversation?
The Wellbeing module focuses on how you are feeling in general.
It's important to talk about your wellbeing in a work setting because how you're feeling has an impact on other people and your work. The purpose of having a conversation about your wellbeing is to promote understanding and help you get any support your organisation might be able to provide.
How you're feeling might be affected by things you're experiencing both at work and in your private life. Similar to Blend conversations, you should only discuss what you are comfortable talking about.
We recommend updating your Wellbeing before every 1-to-1 conversation, or whenever there is a significant change.
When you are ready, progress to the next section to learn about keeping on track and staying productive. Next Section: Objectives and Actions
Learn more about employee wellbeing in the workplace in our Blog post: A people manager’s guide to addressing mental wellbeing in the workplace via people-centric one-to-ones