Your action plan should outline what is required to be put in place following any findings from the Measure stage to help improve employee wellbeing. This stage involves:
- Reviewing the findings of the Measure Stage.
- Creating an action plan.
- Communicating the findings and planned actions across the organisation.
Reviewing the findings of the Measure Stage
In order to build your action plan you first need to consider the findings of the employee survey and these results are available to you once you Login to your account. If you also completed the Job Content CI Audit and assessed workforce indicators these should also reviewed and considered.
Creating an Action Plan
An Action Plan should consider what key areas require attention over the next few months/years. It is a good idea to identify any current gaps in your organisation. For instance, you may already have some Primary, Secondary and Tertiary Interventions in place such as a work-related stress policy and an Employee Assistance Programme. Next you need to identify priorities, objectives and initiatives.
It is unlikely you will be able to address all of the issues identified at once so choose which are the most important (and achievable) to start with e.g. Psychological wellbeing, worklife balance activities and work from there.
Objectives are statements of expected short-term and longer-term achievements for employee wellbeing e.g. to improve employee access to mental health supports.
Identify and carry out initiatives to meet your objectives. Many initiatives may already be running within your organisation. They might just need to be coordinated better or improved: others may be entirely new. Examples of initiatives include new targeted policies, line manager training, mentoring, etc.
If you have conducted a Job Content CI Audit and issued the Work PositiveCI Critical Incident survey review then the following link provides you with additional detail on how to create a specific action plan to address critical incident stress.
Once your Action Plan is ready it should be presented to management for feedback and to secure timelines.
Communicating the findings and planned actions across the organisation
Ideally within three months of doing the survey, employees should receive the high level results of the employee survey and the organisation's priority areas for action, through in-person sessions, online presentations or email communications or a mix of all three.
At this time you should also communicate the service offerings already in place i.e. details of the organisation's Employee Assistance Programme (if available) and reissue their details as necessary.
The survey results should give rise to engagement by employees, safety representatives and groups so that ideas are generated for input into the Action Plan. A good method of further consultation is small discussion / focus groups. These can allow you to explore issues further and begin the process of developing possible solutions.