Employee Wellness Newsletter : Workplace Physical Activity Programs: Developing an Action Plan

Prior to initiating 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 Corporate 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 Company Wellness Program Committee, take the following steps.

• Combine the results 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, business, community, policy) in the workplace listed in “Keys to Success”. For example, suppose a big group of staff members show an interest in biking to work. Since these individuals 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 work.
• Consult the list of practical ideas found this website.
• Designate a mission statement (one which aligns with your organization’s overall 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 addressing 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 senior staff approval to move ahead.
• Once your program is in place, it’s important to encourage it to staff members. Organizing a launch is a good way to do this. A formal launch additionally demonstrates management responsibility. If staff members don’t know about the program, they can’t take advantage of it!
• Decide what you need to track to show that you have accomplished your objectives and goals. Measure these factors before you begin. This way, when you evaluate later, you will know if there has been a change.