The following document outlines outcomes, actions, roles, metrics and engagement strategies.

<aside> <img src="/icons/user-circle-filled_red.svg" alt="/icons/user-circle-filled_red.svg" width="40px" /> Key outcomes and actions

1. To ensure our organisation isn’t causing or exacerbating wellbeing issues for people with a focus on burnout and bullying.
   1. Action 1: Run anonymous quarterly wellbeing check-ins (Jane & Emma)
   2. Action 2: Allow for unscheduled access to check in or lodge concerns at anytime
   3. Action 3: Monitor any psychological concerns (Alex + Skodel Alerts)
2. To inform strategic changes for a safer and better place to work, learn and grow.
   1. Action 1: Send a quarterly wellbeing report highlighting insights and changes (Emma)
3. Provide a more meaningful process for internal feedback.
   1. Action 1: Design meaningful quarterly wellbeing check-in (Emma, Jane & Skodel)
   2. Action 2: Draft and send introduction email to all people introducing Skodel and emphasising its focus on individual wellbeing (Emma)
   3. Action 3: Devise and implement Skodel engagement strategies (Emma & Skodel)
   4. Action 4: Send a post check-in action plan with insights (Emma)
   5. Action 5: Respond to individual check-ins as you see fit (Emma) </aside>

<aside> <img src="/icons/chat-user_red.svg" alt="/icons/chat-user_red.svg" width="40px" /> Metrics we will track

• Completion rate - determine engagement and aim for 40% completion
• Frequency of burnout and other risks reported over time - ensure the organisation isn’t negatively influencing wellbeing
• Sentiment analysis over time - what percentage of responses are positive/negative/neutral and track how this changes over time
• The main influences driving positive and negative responses - amplify what’s working well and change what’s not
• Comparative group analysis of sentiment and influences - targeted changes
• Sentiment analysis post initiative - track the impact of a change
• Action step sentiment analysis - if people engage with action planning, what themes are they looking at and can we support as an organisation </aside>

<aside> <img src="/icons/chat-user_red.svg" alt="/icons/chat-user_red.svg" width="40px" /> Engagement strategies

• Deliver the messages and check-ins from the CEO (or Principal)
• Post check-in action plan
• Meaningful introduction email
• Personable check-in design
• Guarantee anonymity </aside>

Closing summary and opportunity to provide feedback

We want to build trust internally and externally in our commitment to wellbeing. We approach this by being proactive in reaching out to people and giving them an outlet to share concerns and access support. As we evolve and grow, we encourage continuous feedback and participation from all members on this initiative. Together, we aim to build an environment where mental health is prioritised, and every team member feels supported.

For feedback, please visit [Feedback Link] or reach out to Jane at [Email].