Once you’ve created a strategy for improving the culture of wellness at your workplace, it’s time to put it into action. Here are some steps you can take to do so:
Introduce your plan at all levels.
Roll out your plan and encourage employees to set personal wellness goals.
Align cultural touch points with your plan.
“Touch points,” according to psychologist Judd Allen, are social mechanisms that shape behavior. Some touch points are formal and overt, such as:
o Official policies
o Learning and training
o Tangible rewards (such as wellness incentives)
o Commitment of resources (such as money spent on gym memberships or the installation of treadmill desks)
But many touch points are informal and tacit, such as:
o Role modeling
o Intangible rewards and penalties (for example, are people who attend wellness events during working hours “punished” with the disapproval of their superiors?)
o Symbols and traditions (such as the company picnic, the holiday party and the ways accomplishments are celebrated)
o New hires’ first impressions
o Relationship development
These informal touch points can be just as important in shaping behavior as official programs and regulations.
Consider each of these touch points and how you might align it with your plan. For example, say your office has a tradition of having cake every time it’s someone’s birthday, even if there are four birthdays in one month. Instead, you could suggest having one cake to celebrate all the birthdays in a given month.
Or say an employee has just completed her first marathon. You could promote her as a fitness role model by including an article about her in the company newsletter, or asking her to give an informal talk on her training practices.
After you roll out your changes to your company’s culture, your next task is to maintain them. Our next blog post will outline some steps to follow in the maintenance phase.
Are you interested in implementing a better wellness culture at your workplace? Check us out!