Complete the Quiz

Rate your workplace against these statements.
Use the results to see where you can make wellbeing a part of how
you work, lead and connect.

faq

  • Your business

  • The way we work

  • The place we work

  • The way we connect

  • The way we lead

Your business

Tell us your industry, size and region so we can show you how you compare with other Kiwi businesses like yours. 

The way we work

The wellbeing of your people is deliberately integrated into how your workplace manages, designs, arranges and carries out work.

Consider how work is arranged, coordinated and carried out. This could include tasks, workload, work schedules, and task distribution.

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When appropriate, this could include flexible working hours, working from home, location of work and time in lieu.

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This could include giving each other a hand, strengthening mentoring and buddying, negotiation, relationship and conflict resolution skills.

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This could include fair, appropriate and timely feedback on performance.

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Think about everyone. This could include the workplace introducing new opportunities, encouraging people to attend courses and share knowledge/skills internally.

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This could include switching off technology, eating away from work areas and taking annual and sick leave.

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The place we work

The physical environment and facilities in your workplace are designed to support the health and wellbeing of your people.

Consider the design of spaces, facilities and equipment, cleaning and maintenance, noise, lighting, temperature and other work-related health risks.

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Consider what facilities and equipment are available. This could include, bike racks, lockers and showers. Also consider workspace design, such as stairs, standing work stations, and the availability and positioning of equipment such as water coolers.

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This extends beyond legal requirements. This could include making outdoor work areas and vehicles completely smokefree.

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This could include a fridge, microwave, cutlery and break area. For those who frequently travel or work off-site it could include chilly bins, portable cooking appliances, and pop-up shade and seating equipment. Consider the availability of water via coolers and chilled water bottles or containers. Also consider hand-washing facilities.

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This could include catered food, serving sizes, snack boxes, vending machines and the work canteen. ‘Mostly healthy’ options include wholegrain food, fresh fruit, vegetables and salad. Unhealthy items include deep-fried, high-sugar and salty foods and drinks.

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The way we connect

The people in your workplace work as a team. They are supported to connect, stop and take notice of themselves, each other and their environment.

This could include flexibility during work hours for people to access support and attend appointments. This could also include the promotion of services such as stop smoking or counselling support.

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This could include opportunities for people to get to know each other throughout the working day, at team meetings or at social events. Consider team-building days, fun runs, family days, team sports, shared lunches and competitions.

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This includes promoting a positive culture where people are polite, considerate and acknowledge one another's efforts at work. Bullying and harassment is not tolerated.

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This could include people being encouraged to take breaks, find enjoyment throughout the day, and take notice of themselves, each other, and their surroundings.

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This could include how food and beverages are served, how shade is provided, and ensuring everyone can participate in activities.

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The way we lead

The workplace's commitment to wellbeing is practised at all levels and led by management.

People are able to describe and give examples of how the workplace supports and values the wellbeing of its people.

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This could include having a motivated person or people who co-ordinate and lead wellbeing in the workplace with full support from management.

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People can describe how leaders and managers involve people in the decision-making process and encourage feedback.

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Consider making wellbeing an item at team meetings and have a process to request and respond to feedback.

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Leaders effectively support people with skills that could include change and relationship management, conflict resolution, coaching and mentoring.

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This could include talking about wellbeing during recruitment and when welcoming new people to the workplace.

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