Workplace
Wellness Audit

ASSESSMENT & DISCOVERY TOOLS

A dual-lens assessment of wellness conditions
across your team and yourself.

What This Audit Addresses

Ask most leaders what they do for workplace wellness and they'll point to programs: flexible hours, a gym stipend, an employee assistance number. Ask what their people actually need and you'll get a longer pause. The gap between what organizations provide and what employees experience as supportive is usually wider than leaders expect - and it differs by person, role, and stage of career.

This audit works differently from a satisfaction survey. It asks you to rate the same dimensions twice: once for your team's environment, once for your own. Leaders who do both consistently find mismatches. They may be investing heavily in one area (work-life flexibility, say) while neglecting another their team ranks as more urgent (growth opportunities, psychological safety). They may also discover they've been managing their own wellness even less deliberately than their team's.

The steps below walk you through both lenses systematically, then ask you to compare what you find.

How to Use This Worksheet

Start with the team assessment. Rate each dimension based on what you observe, what you hear in one-on-ones, and what your team's behavior tells you. A dimension where people are quiet is not automatically a 4 - silence often signals avoidance, not satisfaction.
Then rate yourself honestly on the same dimensions. Leaders tend to score themselves generously or skip this section. Neither is useful. Rate based on your actual experience, not what you think you should feel.
Compare the two columns. Where you rated yourself significantly higher than your team, ask what you have access to that they don't. Where you rated yourself lower, consider whether your team sees that strain.
Identify your top two gaps - the dimensions with the lowest combined scores or the widest self-team discrepancy. These are your starting points.
Use the initiative planning section to convert your two gaps into specific, time-bound actions. "Improve psychological safety" is not an initiative. "Run a pre-mortem before the next product launch and debrief openly" is.

Team Wellness Assessment

Date:

Your Name / Role:

Team / Department:

Rate each dimension from 1 (significant concern) to 5 (strong and consistent) based on what you observe across your team. Use the notes column for specific evidence or examples.

Dimension	Rating (1-5)	Notes / Evidence
Workload & Sustainability How manageable are your team's workloads? Are deadlines realistic? Do people regularly work outside normal hours?	1 2 3 4 5
Growth & Development Do team members have clear paths for skill-building and advancement? Are development conversations happening?	1 2 3 4 5
Psychological Safety Can people raise concerns, admit mistakes, or disagree without negative consequences? Do they actually do so?	1 2 3 4 5
Recognition & Value Do team members feel their contributions are seen and acknowledged - by you, by peers, by the organization?	1 2 3 4 5
Autonomy & Trust How much control do team members have over how they do their work? Are they trusted with decisions, or does everything escalate?	1 2 3 4 5
Connection & Belonging Do people feel part of something, or do they work in isolation? Is the team a group of colleagues or a collection of individuals?	1 2 3 4 5
Financial Security & Stability Is compensation perceived as fair? Are roles stable? Do people worry about their positions?	1 2 3 4 5
Physical Environment & Resources Do people have what they need - tools, workspace, technology - to do their jobs without friction?	1 2 3 4 5

Self-Assessment (Leader)

Rate the same dimensions for yourself. Be specific about your own experience, not what you model for others.

Dimension	Rating (1-5)	Notes / Evidence
Workload & Sustainability Is your own workload sustainable? When did you last take a full day off without checking email?	1 2 3 4 5
Growth & Development Are you still growing, or are you running on existing capability? When was your last meaningful learning experience?	1 2 3 4 5
Psychological Safety Do you have a space where you can be candid about struggles without it affecting how you're perceived?	1 2 3 4 5
Recognition & Value When was the last time someone acknowledged the quality of your leadership - not your results, but how you lead?	1 2 3 4 5
Autonomy & Trust How much agency do you actually have? Where do you feel constrained by organizational politics or approval chains?	1 2 3 4 5
Connection & Belonging Do you have genuine peer relationships at your level, or has seniority created isolation?	1 2 3 4 5
Financial Security & Stability Is your compensation aligned with your contribution? Do organizational changes create uncertainty for you?	1 2 3 4 5
Physical Environment & Resources Do you have what you need to lead effectively, or are you working around gaps in support, tools, or headcount?	1 2 3 4 5

Gap Analysis

Transfer your ratings from the previous two sections. Calculate the gap (Self minus Team, or Team minus Self). Circle or highlight any gap of 2 or more points.

Dimension	Team Rating	Self Rating	Gap	Priority
Workload & Sustainability
Growth & Development
Psychological Safety
Recognition & Value
Autonomy & Trust
Connection & Belonging
Financial Security & Stability
Physical Environment & Resources

Observations

Where are your largest gaps?

Where did you score yourself significantly higher than your team?

Where did you score yourself lower than your team?

Initiative Planning

Focus on your top 2 priority gaps from the analysis above. Convert each into a specific, time-bound action.

Priority Gap 1

Dimension

Current state (what you observe)

Target state (what "better" looks like, specifically)

First action (what, by when, who is involved)

How you will know it is working

Priority Gap 2

Dimension

Current state (what you observe)

Target state (what "better" looks like, specifically)

First action (what, by when, who is involved)

How you will know it is working

Before Your Next Session

Now that you can see it, use these questions to deepen what the audit revealed.

1

Look at where your self-rating and your team-rating diverge most. What does that distance tell you about what you prioritize versus what your team needs?

2

Which dimension did you score lowest for yourself? What would it take to move that number by one point in the next 30 days - and who would you need to tell?

3

If your team could see your self-assessment, what would surprise them?

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partnering with executives and organizations
to unlock sustainable growth.

Consultation

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contact-us

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Phone

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WorkplaceWellness Audit