Wellness Action Plans

This blog is part of the ‘Employee ownership of wellbeing’ series which helps to explore a great question that most leaders of workplace wellbeing are seeking an answers to – ‘How do we develop employee ownership of wellbeing’? This blog continues to explore ideas and today we look at Wellness action plans. Wellness Action Plans (WAPs) and accountability partners are valuable tools for supporting employees in taking ownership of their wellbeing.

What are wellness action plans?

Wellness action plans (WAPs) are structured, personalised strategies designed to support individuals in managing their health and wellbeing, both in and out of the workplace. They offer a range of benefits for both employees and employers, contributing to a healthier, more productive, and engaged workforce.

What are the key benefits?

Wellness action plans (WAPs) offer significant benefits, enhancing both individual wellbeing and organisational performance. By encouraging proactive health management, WAPs help individuals improve their physical fitness, nutrition, and mental wellbeing, leading to increased energy levels and productivity. This proactive approach not only reduces absenteeism and presenteeism but also fosters a supportive workplace culture where employees feel valued and engaged. As a result, organisations often experience higher job satisfaction and loyalty, which in turn reduces turnover rates.

Moreover, wellness action plans contribute to cost savings for organisations by lowering healthcare expenses and boosting overall productivity. They also support the development of coping skills and resilience, helping employees adapt to challenges and changes with a growth mindset. This emphasis on continuous learning and personal development further enriches the workplace culture, promoting better teamwork and communication. Additionally, by prioritising employee health and safety, organisations can ensure legal and ethical compliance, aligning with corporate social responsibility goals and enhancing their reputation. Overall, WAPs represent a strategic investment that benefits both employees and employers, creating a healthier, more motivated, and productive workforce.

Strategies for developing employee ownership of wellbeing

 1. Developing Wellness Action Plans

WAPs are personalised strategies that employees can use to manage their wellbeing. These plans should include steps for maintaining physical and mental health, managing stress, and accessing support when needed.

Actionable Steps

• Guide employees in creating their WAPs, including identifying personal triggers, coping mechanisms, and resources.
• Regularly review and update WAPs to ensure they remain relevant and effective.

What do know more about Wellness Action Plans (WAPs)? Take a look at Mind’s guide for employees – Here.

 2. The Role of Accountability Partners

Having an accountability partner can help employees stay committed to their wellbeing goals. This person can provide support, encouragement, and motivation.

Actionable Steps

• Encourage employees to pair up with a colleague or friend as an accountability partner.
• Facilitate regular check-ins between accountability partners to track progress and provide support.

(Part 5 of 6)

Employee Ownership of Wellbeing – Blog Series

1. Employee Ownership of Wellbeing
2. Empowering Employees to Take Ownership
3. Proactive Employee Approaches
4. Building Employee Resilience

Last edition Thursday 10th October – Supporting Managers

How People First can help

Are you wondering how our ‘Work and Wellbeing Coaching’ might support your employees? If you’re interested in exploring how these paradigms can be applied to improve your workplace, or if you want to learn more about our Work and Wellbeing coaching programmes, we are here to help. Together, we can create a thriving environment where both productivity and personal satisfaction are maximised.