Not all actions will be equally successful. This is normal. It is therefore important to keep improving and to investigate which type of adjustments you can make.

  • Check which obstructing factors may have caused the actions to fail. See if and how you can remove the barriers.
  • For example, when employees indicate that they do not have time to work on the actions, communicate the importance of the actions and state that they can do this during working hours. Communicate that short-term effort (and time) can generate a gain in the longer term.
  • For example, if employees do not feel safe to work on the actions because they go against the experienced standards and values, this can be counteracted by having role models such as managers working on the actions and sharing their experiences with them.
  • Be sure to invite employees to make their own improvement suggestions for the actions. This will make the actions better suited to their needs.

It is great that these actions have been successful within the organisation. Don’t forget to celebrate this success, as that also energises us.

Then think about how you can keep the actions alive within your organisation.

  • Keep communicating about the actions on a regular basis. For example, refer to theme days or weeks such as World Sleep Day, Move Week or European Mental Health Week, or create organisation-wide challenges that invite teams or departments to compete with each other.
  • Make the connection with the broader policy on well-being within the organisation. For example, include the actions in the induction policy for new employees or turn the spotlight on certain training courses on energy at work when the new training calendar appears. Also make sure that HR employees and confidential advisers are aware of all the actions so that they can refer employees to them.
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