Employer Wellness : Workplace Physical Activity Programs: Creating an Action Plan
Prior to launching your Workplace Physical Activity Program, summarize the information you’ve gathered and plan your next steps.
At this point, you have
• gained reinforcement from management for the Workplace Physical Activity Program
• formed an Employee Wellness Program Committee
• assessed what is possible in your workplace
• found out what workers want and need in a Workplace Physical Activity Program.
Based on this information, you’re now ready to develop your action plan to boost physical activity at your workplace.
With the Worksite Health Promotion Program Committee, take the following steps.
• Combine the outcome of the employee survey with the workplace environmental assessment, and report to senior staff 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 big group of staff members 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 valuable for making employees’ bikes secure during the workday.
• Consult the list of practical suggestions found this website.
• Designate a mission statement (one which aligns with your organization’s overriding mission statement) to define your purpose and help guide your process. Setting goals will help you achieve your mission statement.
• Put together a plan or blueprint approaching what you have learned. Make program and activity 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 plan is in place, it’s valuable to promote it to employees. Organizing a launch is a great way to do this. A formal launch additionally demonstrates management responsibility. If employees do not know about the plan, they can’t take advantage of it!
• Establish what you need to track to show that you have accomplished your goals and objectives. Measure these factors before you begin. This way, when you evaluate later, you will know if there has been a change.