"A Goal Without a Plan, is Just a Wish"
"By failing to prepare, you are preparing to fail" Benjamin Franklin
"It takes as much energy to wish, as it does to plan" Eleanor Roosevelt
"The time to repair the roof is when the sun is shining" John F. Kennedy
"Someone's sitting in the shade today because someone planted a tree a long time ago" Warren Buffet
"A good plan is like a road map: it shows the final destination and usually the best way to get there" H. Stanley Judd
Ever wonder why there are so many quotes about planning? Hmmm, me neither. . . BUT, there is good reason! Planning is essential if you want to succeed. If you were building a house, starting a business or if you've been given a crucial project at work, would you get started without first having a plan in place? Perhaps, but it would be very unlikely (and costly).
Planning a workplace health and wellbeing program is no different - if you want to see positive change in your workplace, you need to plan how you will make it happen. Recently, we ran a Masterclass on Action Planning which covered the essential steps involved in planning a workplace program. If you missed it, below you'll find a summary of what was covered and links to resources to help you plan effectively. HWWA are also available to assist and to provide advice at any stage.
Step 1: Identify a coordinator, form a committee and identify champions
A coordinator is required to oversee the development and progress of your program. Depending on the size of your organisation, you may also need to form a committee and/or identify champions to assist you in planning and running your program. Our Getting Started factsheet details the roles and responsibilities of the coordinator and the committee.
Step 2: Consult with staff and assess your workplace
Consulting with staff and assessing your workplace is crucial in the early stages of planning. However, unfortunately we see that this step often gets missed. Consulting with staff and assessing your workplace will help you determine what you need to implement to make a difference. Take the time to ask your staff about the changes they want to make.
- Our Consulting with staff factsheet provides advice on who to consult with, how to consult and what to ask. The tools below provide further support around questions to ask and collation of answers.
- Appendix A: Examples of consultation questions. This is a PDF copy of example consultation questions with answers highlighted for each SNAP risk factor (Smoking, Nutrition, Alcohol and Physical Activity). Also, it includes examples of general questions.
- Print out of consultation questions. This is a word document containing all the questions contained in the PDF version above. You can add or remove questions as you wish and use it to consult with staff.
- Consultation answer collation spreadsheet. This is an excel spreadsheet you can use to collate the answers from your consultation. Continue to use this tool for each consultation round, and it will help you to identify if your program is having an impact.
- Assessing your workplace allows you to identify what you currently have in place and where there are gaps that could be improved. It is essential that you consider policy, environment (facilities), education and activities across the SNAP risk areas. If you have multiple locations that your organisation works from, we recommend completing an assessment for each site.
Step 3: Develop your action plan
The information collected in step 2 above, will inform your action plan. The following resources will help you develop your plan.
- Our Action plan template contains a brief example of a plan for each SNAP risk area. You can also use this template to develop your own action plan, otherwise you can develop one to suit your needs.
- The Best Practice Guide: Workplace health and wellbeing strategies document is full of practical strategies you can use within your workplace health and wellbeing action plan to address your objectives.
We encourage you to comment on blog posts but reserve the right not to publish any comments that are offensive, discriminatory, factually incorrect or seek to promote a product.