Performance reviews are one of the most important platforms for dialogue between managers and employees. When conducted properly, they can increase motivation, provide clarity around expectations, and support a more sustainable work life. Too often, however, these conversations focus solely on performance and development goals – while health and wellbeing are left out. Both perspectives are crucial to creating engagement and long-term balance.
Why include wellbeing in performance reviews?
Mental health issues are among the most common causes of sick leave in Sweden. According to the Swedish Social Insurance Agency (2024), stress-related mental illness accounts for over 40% of all long-term sick leave cases. By combining discussions about performance with questions around wellbeing, employers can:
- Identify early signs of health issues.
- Strengthen trust between manager and employee.
- Contribute to a clear and sustainable work environment.
Example questions about health and wellbeing
To create a balanced dialogue, it’s important that questions are open and respectful. Here are examples to include in your performance review template:
Workload and balance
- How do you experience your workload right now?
- Are there periods when you feel particularly stressed?
- Do you feel you have a good balance between work and personal life?
Psychosocial work environment
- How do you enjoy the collaboration within the team?
- Do you feel you receive enough support in your work?
- Is there anything in your work environment that negatively affects your wellbeing?
Motivation, performance and development
- What gives you the most energy at work?
- Is there anything that currently drains your energy?
- Are your goals and expectations clear and realistic?
Tips for a good dialogue
- Be attentive: Ask open questions and let the employee speak freely.
- Keep the balance: Always address both performance and wellbeing – both are essential for motivation.
- Be clear: Clear goals and expectations create security and strengthen wellbeing.
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Turn it into a walk & talk: Bring wellbeing into the meeting itself by holding the conversation while taking a walk.
Why balance makes the difference
When performance and wellbeing are given equal weight, the performance review becomes more than just a follow-up meeting – it becomes an opportunity to strengthen motivation, build trust, and prevent ill health. With a well-thought-out template that includes both perspectives, you demonstrate that the organization takes responsibility for the whole person and aims to create a workplace where people can both perform and feel good in the long term.
Author
Erika Ekstam
Head of People & Culture
