Health And Wellness In The WorkplaceHealth And Wellness In The Workplace

Prior to kicking off your Workplace Physical Activity Program, summarize the information you’ve gathered and plan your next steps.

At this point, you have

• gained backing from upper management for the Workplace Physical Activity Program
• formed an Worksite Wellness Program Committee
• assessed what is possible in your workplace
• found out what employees want and need in a Workplace Physical Activity Program.

Based on this information, you’re now ready to develop your action plan to stimulate physical activity at your workplace.

With the Company Wellness Program Committee, take the following steps.

• Combine the outcome of the employee survey with the workplace environmental assessment, and report to management and workers.
• Prioritize the possibilities at each of the “levels” (individual, social, employer, community, policy) in the workplace listed in “Keys to Success”. By way of example, suppose a large group of employees show an interest in biking to work. Since these people may want to shower and change after their commute each day, you might give showers and changing facilities priority in your workplace. Bike racks might also be significant for making employees’ bikes secure during the workday.
• Consult the list of practical recommendations found this website.
• Create a mission statement (one which aligns with your organization’s overall mission statement) to define your purpose and help guide your process. Setting goals/objectives will help you achieve your mission statement.
• Put together a plan or blueprint discussing what you have learned. Make program and exercise recommendations with timelines, identify resources and assign responsibilities. Revisit the list of tasks outlined in “Step 2: Forming an Employee Committee.” Seek upper management approval to move ahead.
• Once your program is in place, it’s valuable to promote it to staff members. Organizing a launch is a good way to do this. A formal launch also demonstrates management responsibility. If staff members aren’t aware of the program, they can’t take advantage of it!
• Decide what you need to track to show that you have reached your goals/objectives. Measure these factors before you start. This way, when you evaluate later, you will know if there has been a change.