Ensuring your Heads Up Action Plan is working

Oct 08, 2014

Implementing your Heads Up Action Plan demonstrates a commitment to your employees. So it’s important to ensure that those programs you have introduced, and their outcomes, are reviewed and monitored. The review process helps identify whether the objectives have been met, and also highlights areas that may need further attention or development.

By starting a Heads Up Action Plan, business leaders are demonstrating a commitment to making mental health in the workplace a priority. By making such a commitment to your employees (visit Heads Up to start your Action Plan) it’s important to follow through to the end, which means ensuring you review and monitor all outcomes.

Allowing time to review the programs you have implemented provides an opportunity to identify whether the objectives that were laid out have been met. A review also helps pinpoint areas that may need further attention or development.

There are other benefits to reviewing outcomes – it not only encourages greater employee participation but also shows the level of commitment an organisation has towards the mental health of its workers.

A review can be approached in several ways, including:

  • Setting targets or performance indicators for change. These might include all managers being made aware of the possible causes of work-related stress, a method for measuring any reduction in the number of absences due to stress, and the reduction in the rate of reported workplace conflict.
  • Monitoring and reviewing your implementation of the programs through a regular reporting process, such as meetings with senior management. This will allow an opportunity to identify, discuss and address any challenges in implementing the Action Plan.
  • Reviewing the effectiveness of workplace mental health initiatives, including the short and longer-term impact of implemented activities.

During the review process it’s also important to ask questions, such as:

  • Are the strategies going to plan? If not, why not?
  • Did the strategies reach the people they were meant to? If not, why?
  • Were any changes made to the implemented activities? If so, why?

Alternatively, business leaders can focus on the outcomes of the programs by asking:

  • Did the plan achieve its objectives?
  • Did it meet the identified need?
  • Did the initiatives deliver value for money?
  • What progress has been made towards the overall goal?

What the review process does is then allow leaders to make further decisions on how to enhance the program and to maintain it over time. During follow-up communication with employees, leaders can outline the business’ ongoing commitment to workplace mental health and also the actions that have been approved for the following 6-12 months.

Business leaders also need to use this opportunity to acknowledge the efforts of employees in not only supporting the Action Plan implementation, but also encouraging people to help actively create a mentally health workplace.

 

Create better workplace mental health: register with Heads Up

Strategies for creating a mentally healthy workplace can be developed by going toheadsup.org.au where you can also prepare a tailored Heads Up Action Plan for your business.  


Heads Up on LinkedIn

If you would like more information and resources about how to create a more mentally healthy workplace, please visit our LinkedIn company page, which is regularly updated with stories and links related to the issue.

If you would like to join the discussion about a mentally healthy workplace, please visit our LinkedIn group page and become part of the conversation.

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