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8 ways to get Management on board with Workplace Health

Management on board
Posted by: Hayley O'Connell

8 ways to get Management on board with Workplace Health

So you’re enthusiastic about workplace health? And you understand that the workplace has a significant impact on an employee’s health and wellbeing, which in turn, has a major impact on the business itself? And more importantly, you’re motivated to make changes?

The next step is getting management to support the program, which can often be the biggest obstacle.

In a world with competing business priorities, how can you get management buy-in and get them to invest in arguably their most important resource: their people.  

Give these steps a go to get management on board:

  1. Find out what your organisation wants: Consulting with staff helps you to make informed decisions about the direction of your workplace health and wellbeing program. It’s hard to argue with strong consultation results. If you can get management to agree to a consultation plan, the results will speak for themselves and help you build a strong business case.
  1. What is best practice workplace health promotion? Armed with the right knowledge and skills you can implement an effective workplace health program, giving your business the greatest chance of success. Did you know you can access FREE Workplace Health & Wellbeing Coordinator training? Available as either a half day face to face session, or if you’re low on time, the self-paced online training may be better suited. Free and flexible training options will help win over management.
  1. Get some runs on the board: Starting small can help build momentum. There are lots of quick and easy things you can do to positively impact workplace health. Simple ideas such as starting a lunch time walking group or swapping the office chocolate stash to a fruit bowl, create conversation, engage staff and spread the message that staff health and wellbeing do matter.
  1. Understand what matters: Whether it’s building staff morale, their personal interest in health and wellbeing, or the bottom line, build your business case to appeal to what matters to management and the broader business. Make sure your plan aligns to the values and priorities of your company and link in with existing business or strategic plans.  At the end of the day, make it easy for management to understand that investing in workplace health will achieve their business goals.
  1. Make your case - A strong business case should include:
    • The why? Highlight to management the benefits of a program and include key workplace statistics and evidence of the benefits of having an effective workplace health program. Statistics like ‘healthy workers are 3 times more productive than unhealthy employees’ are hard to argue with. Here you can also include any consultation results you have collected.


    • The how? Outline what you plan to do, the goals you want to achieve and a time frame to have it completed. List the resources needed, including monetary costs as well as other resources such as time and someone to coordinate the program.
    • Then what? Include how you’ll measure program achievements, how you’ll communicate to management about the program’s success and what needs to be done to ensure continual improvement. You may like to use our business case presentation template as a starting point.
  1. Be prepared for push back: Not every manager is going to be open to targeting health and wellbeing, or happy to commit the necessary time and resources straight away. Be sure to listen to their feedback, negotiate and understand that it can take time to convince management about the value of workplace health. Even if your full plan is not approved, you can continue to undertake quick and easy strategies.
  1. Timing is everything: Generally, we find workplaces are more motivated to make healthy changes or kick start new initiatives at the start of the warmer months, or at the beginning of a new year. If you know there are busy periods for your workplace or some major changes are coming up, avoid it and make it easier for yourself by not competing with business requirements.
  1. Monitor/report and keep informed: Be sure to highlight successes, promote what is working well, and change what isn’t. Review your program often, provide management with feedback so they can see what their investment is achieving and let them have their say about what they think would work moving forward.


About Hayley O'Connell

Supporting workplaces to implement successful workplace health and wellbeing programs.

View all posts by Hayley O'Connell

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