A Wellness Action Plan is simple. Typically, a WAP consists on a series of questions which encourage workers to reflect on how they work best. Potential questions might include, ‘What are your current working arrangements?’, ‘What are potential stressors in the workplace?’, and ‘How do mental health problems impact on your work?’ The process of completing the assessment gives the employee an opportunity to detail their optimal working environment as well as potential triggers or early warning signs of mental health problems. WAPs can be tailor made to a company’s specific working arrangements such as working in the office, working from home, or working in a hybrid of the two. It is important to remember that WAPs are not legally binding documents, but rather agreements between employee and manager. WAPs trigger a collaborative process between these two parties, working towards greater wellbeing in the workplace.
WAPs are a predominantly preventative management tool, working on the assumption that prevention is better than cure. The pro-active system works to stop problems arising in the first place by creating a dialogue surrounding mental health leading to familiarity in the workplace with each worker’s needs.
Whilst it might seem like an extra chore to fill in yet another form, with each employee completing a WAP, a business can take a more individualised approach to the working habits of its workforce. Once an employee has completed their WAP, it is best for the manager to take time to discuss their results with each of them. This meeting has various benefits. Not only is the manager made aware of the specific worker’s habits, struggles, limits, and successes, but the worker can also gain valuable information about the manager’s own experiences and mental health. This is particularly conducive to a healthy and positive work environment predicated on trust and understanding. The meeting also facilitates and strengthens communication between management and the workforce, which is central to the success of a company. WAPs create a relationship between the two parties that is open and supportive. Employees will learn that it is not only acceptable to ask for help and support, but actively to be encouraged.
With the planning and reflection facilitated by a WAP, a support network can be in place for each worker in the event that problems should arise. WAPs hold significant advantages not only for those who struggle more with mental illness. Even if everything should run smoothly in the workplace, the security afforded by the plan and the knowledge of its existence can act as a comfort to employees.
