Create a need-supportive wellbeing commitment for a real team situation.
Design one need-supportive wellbeing program action for a real employee group. Use this when participation is low, trust is mixed, or the current program feels like pressure rather than support. Frontline employees are not using therapy benefits because they are unsure about confidentiality and cannot attend live HR sessions. New managers are copying late-night message habits and need a boundary norm that still protects urgent escalation. A remote team has low participation in recovery practices because people feel awkward blocking visible calendar time. For [employee group], we will support autonomy by [choice/rationale], competence by [small first step], and relatedness by…
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