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Description

Workplace Well-Being: Observing Conditions, Adjusting Workload and Taking Action

One day to act on the everyday working conditions that genuinely sit within the manager's control

  • 1 day — 7 h
  • In-person or virtual
  • Intermediate
  • Up to 6 participants

Workplace well-being is rarely decided by large internal campaigns. It is decided in the way files are allocated, in the clarity of instructions and in the way good work is acknowledged. Every manager has daily levers at their disposal, often used without ever having been identified.

One day to work on those levers in practical terms. You observe the real working conditions of your team, beyond what is openly stated. You adjust workload distribution and your own expectations. You leave with a few simple actions already under way for your return to the workplace.

Learning objectives

  • Describe the real working conditions of your team on the basis of observed facts
  • Allocate workload while taking each person's constraints into account
  • Adjust your instructions and expectations to reduce obstructed work
  • Introduce practices that acknowledge the work actually delivered
  • Agree shared team conventions on working hours and availability

What makes this programme different

A diagnostic of working conditions in your own department, carried out during the day
Work on the actual allocation of files rather than on general principles
Three simple actions committed to with a deadline before the end of the session

Programme

1Looking at Work as It Is Actually Done

What your team members experience

  • The gap between prescribed work and work as it is actually performed
  • Daily irritants linked to tools, premises and procedures
  • Actual allocation of heavy files and thankless tasks
  • Questions to ask in order to surface what goes unsaid

2Workload, Instructions and Room for Manoeuvre

Reducing obstructed work

  • Allocating workload while taking individual constraints into account
  • Clarifying instructions and conflicting priorities
  • The autonomy granted over how the work is carried out
  • Making trade-offs when senior management adds a further request

3Recognition and Team Conventions

Rules that protect

  • Acknowledging good work outside formal schemes
  • Shared conventions on working hours, meetings and messaging
  • Accommodating personal circumstances without creating inequity
  • Following up on commitments made in front of the team

Who is it for

Front-line managers, team leaders and department heads who wish to improve the day-to-day working conditions of their teams.

Prerequisites

No prerequisites

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.