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6 steps - how to develop a workplace health promotion plan

Published by
February 18, 2019

Developing and implementing a workplace health strategy requires a willingness to change. The change will be a process that takes time, but in the end, everyone will benefit from the positive outcome.

Step 1: Management involvement

A health initiative must be supported by management. It's a good idea for management to do a reality check. This means that management should reflect on how the workplace culture is today and where it can go in the future. Furthermore, it is important to consider whether management is ready to put health promotion on the agenda. Questions such as what is already being done for employee health, what their immediate health status is, what works and what doesn't, and what the company's vision, mission and values are should be considered.

Step 2: Involving employees

Involving employees in the process increases their participation and engagement, which ultimately determines how well a health offer is received. It's important to listen to their views on what health and wellbeing are in general and how they see health in relation to the workplace. But it's also important to talk about what health means to the individual employee. It is obvious to discuss what their current health habits are, what their needs are and what ideas they have for health-promoting changes in the company.

Step 3: Strategic action plan

After it has been clarified what both management and employees' opinions are, management must make a decision on how to approach the project. This means that management makes a choice about where the level of ambition lies, how much it can cost and how it should be approached, e.g. with the help of Health group etc.

Step 4: Employee feedback

Again, to keep employees involved throughout the process, they should be presented with the objectives and consider how everyone can contribute to reaching the goal. Here, employees can voice any concerns they have about the project and how the initiative will impact their daily lives and how it will be integrated into their workday.

Step 5: Implementing the health initiative

After the feedback from employees, it's time to implement the initiative. The final action plan must be determined - preferably in a group consisting of management and department representatives. This includes determining factors such as goals, tasks and responsibilities, marketing the project, maintaining the project and follow-up.

Step 6: Follow-up

In order for the initiative not to run out of steam, it requires regular evaluation. Here, the employees' motivation for participation can be examined and the effect of the initiative can be measured against the goal. For example, you could look at whether sickness absence has decreased or whether well-being in the workplace has improved.

By Josefine Huusom