The workplace has been identified as a setting that can reach a large number of people simultaneously, and positively impact on the risk and health profile of individuals. The following criteria have been identified by researchers and organisations like the World Economic forum, as fundamental components contributing to the successful implementation of workplace health promotion programs (WHPP's). These criteria are also recognised as components of ‘best practice’ for WHPP's. ‘Best practice’ refers to the structure and elements of WHPP together with the effectiveness of the programs on outcome measures. Best practice recommendations are based on research.
Aim to establish employee advisory boards with representatives from as many levels of employment as possible. This will ensure that employee’s needs and objectives are voiced and that they can play a role in developing or choosing the intervention program. By being involved in the process, the program is likely to have greater ‘buy in’ and thus higher levels of participation.
The goals should be simple, measurable, and realistic and have a timeline.
Try to ensure that your WHPP and goals are in line with your company’s global objectives. These may also include linking the WHPP to occupational health and safety programs.
Aim to make the healthy choice the easy choice by creating a supportive environment.
For example, if you are trying to encourage healthy eating, have healthy food choices in the vending machines, or place fruit in bowls in various departments, and labeling foods in the canteen.
If one of your main objectives is to increase physical activity, ensure that the signs leading to the stairs are clearly marked, alternatively, create a walking path outside your building.
The workplace lends itself to building small social networks. Departments can work together to motivate each other to reach their goals.
The type of incentives could differ from company to company and it’s a good idea to determine which type of incentives could motivate the employees at your worksite.
Incentives could be extrinsic, ranging from low costs items such as t-shirts and water bottles to other options such as subsidized costs for gym memberships or supermarket vouchers.
Intrinsic incentives include a spreadsheet or progress map showing the employee the number of steps they take per day, or a weekly chart of weight loss.
Dr Kolbe-Alexander is a Research Fellow in the School of Human Movement and Nutrition Sciences at the University of Queensland. She has more than 10 years experience in designing, implementing and evaluating innovative physical activity interventions in various settings, including workplaces and previously marginalised communities. Her research has been translated into practice in civil society, the private sector and in government.
Tracy was invited to be part of the judging panel for the Global Healthy Workplace Awards in 2013 and 2014. She is currently a member of the International Society of Physical Activity and Health’s Education committee.