Make every check-in count
Give wellbeing concerns a clear route from being noticed to receiving properly owned support.
The challenge
Someone asks for extra support in a wellbeing check-in, but unclear ownership leaves them wondering whether anybody has noticed.
What good looks like
Regular check-ins lead to timely, thoughtful support with clear ownership and follow-up.
View how to
Submit regular check-ins
People can check in twice each working day, once before starting their shift and again at the end of the workday. They choose how they are feeling and share it with their superiors. If they need extra support, they can select that option so the request reaches the right person.
Review wellbeing information
Submitted check-ins appear on the check-ins board in the People space. Review the overview, then explore detailed information about trends and participation. Depending on access level, wellbeing statistics can also be viewed by team, alongside details from people requesting support.
Create and manage follow-up
For someone who needs support, select Create follow-up. Choose an action, outline the next steps, assign the appropriate person and set a relevant date. Keep the employee updated as the follow-up progresses.
Read and search transcript
This is Zizzy's check-in board, where people can check in twice a day, before starting their shift and again at the end of the workday. They can choose how they're feeling and share it with their superiors.
If they need a little extra support, they can select this option too, and the request will be sent to the right person. Once check-ins are submitted, they appear on the check-ins board in the People space.
Here we can get a quick overview of how everyone is doing. Simply click here to explore more detailed information.
Here we can review trends and participation. For example, if someone is reporting particularly low levels, we'll know to check in and offer support.
Further down the page, we can also view well-being statistics by team, depending on the access level. For anyone who has requested additional support or needs something specific, we can see those details here.
By selecting Create follow-up, we can choose an action, outline the next steps, assign it to the appropriate person, and set a relevant date. We can also keep the employee updated on the progress along the way.
This helps everyone across Zizzy feel confident that their mood, well-being, and workload are being noticed, giving senior teams the opportunity to support people and address potential concerns early.
A check-in must lead somewhere
Employee wellbeing check-ins can make it easier to say, “I am struggling,” particularly when someone does not know how to begin that conversation. But asking the question creates a responsibility. If a person reports feeling low or asks for extra support, then hears nothing, the check-in can leave them feeling less noticed than before.
The value is not in collecting a mood. It is in creating a reliable route from what someone shares to an appropriate human response. That response might be a conversation, a workload review or simply an acknowledgement that somebody has seen the request and will follow up.
This matters because many wellbeing concerns arrive quietly. A person may still be completing their work while feeling overwhelmed, isolated or unsure who can help. Regular check-ins can make those early signals easier to notice, but only when people trust that sharing will result in thoughtful action rather than silence or judgement.
Why good intentions become difficult to manage
A single manager may remember to follow up with one person. Across several teams, shifts and reporting lines, the picture becomes harder to hold. Responses are scattered, participation varies and responsibility for support can become vague. Senior teams may see a broad concern without knowing whether anybody closer to the person has acted.
There is also a balance to strike. Leaders need enough information to spot patterns and offer help, but a mood should not become a crude performance score. A difficult check-in may reflect workload, health, circumstances outside work or a passing frustration. It is an invitation to understand, not a conclusion to draw.
A calmer approach separates noticing from interpreting. It gives the right people a useful overview, lets them examine trends where appropriate and makes specific requests for support visible. Most importantly, every concern that needs action has a named owner, a sensible next step and a point at which progress will be reviewed. That stops care depending on memory.
Make support visible without making it impersonal
Zizzy gives people a simple way to check in before their shift and again at the end of their working day. They can record how they feel, share it with their superiors and say when they need extra support. The practical change is that a quiet request no longer has to compete with inboxes, meetings and assumptions about who will handle it.
Submitted check-ins give the appropriate people an overview of how employees are doing, with more detail on trends and participation. Wellbeing information can also be viewed by team according to access level, helping senior teams notice where support may be needed without giving everybody the same visibility.
When somebody requests help or identifies a particular need, a follow-up can record the action, next steps, responsible person and relevant date. The employee can then be kept updated as the response progresses.
That is what makes employee wellbeing check-ins credible. People can express how they are doing, leaders can notice emerging concerns, and support becomes a piece of work with ownership rather than a kind intention left hanging.
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