Think about the demands placed on your team and whether they have enough time to recover.
How often does your team face unrealistic workloads or tight deadlines?
e.g., People regularly work through lunch, stay late to meet deadlines, or say they have too much on their plate.
When workload issues occur, how significantly do they affect your team?
e.g., Minor frustration vs. visible stress, errors, conflict, or people considering leaving.
Do you have effective ways to manage workload and set realistic expectations?
e.g., Regular workload reviews, ability to push back on unrealistic requests, or clear processes to reprioritise tasks.
How often do people work long hours, skip breaks, or feel pressure to be 'always on'?
e.g., Overtime is the norm, people check emails on weekends, or there's an unspoken expectation to respond after hours.
When fatigue or recovery issues occur, how significantly do they affect your team?
e.g., Tiredness vs. exhaustion, errors, health issues, or burnout symptoms.
Are there clear boundaries that protect rest time and prevent burnout?
e.g., No-meeting days, enforced lunch breaks, clear 'log off' times, or managers modelling healthy work habits.