While consultation between employers and workers is a legal requirement, it is also an essential element in proactive workplace health and wellbeing.
Effective consultation encourages greater awareness of issues and can lead to an improved culture.
Given that no two workplaces are the same, it is important that your workplace health and wellbeing strategy is developed in consultation with employees from the start. This will help turn ideas into something tailored and relevant to people’s needs. Engaging employees early can also create a feeling of ownership that encourages people to participate.
Different consultation methods are needed for different audiences. A small workplace may decide to use existing meetings or suggestion boxes, whereas a large workplace may choose to conduct a survey or run interdivision focus groups. They may also use formal consultation methods such as staff meetings or work health and safety committee meetings or through Health and Safety Representatives (HSR’s).
We’ve also put together some guidelines for consultation and representation at work (PDF, 215.1 KB). These guidelines cover everything from the legal obligations to training health and safety representatives and resolving any issues.
The worker interests survey (PDF, 449.3 KB) we used in Step 2: Learn about your workplace can also be a good tool to help you consult with your people.
Consulting with workers will help you identify their health and wellbeing priority areas that you can add to your action plan in Step 4: Plan for action.
| Methods of consultation | |
|---|---|
Online survey* A great choice for employees based at a computer or for a mobile workforce. | Paper-based survey* For employees who aren’t based at a computer, distribute/leave surveys in high traffic areas such as a lunchroom, with a ballot box for completed copies. |
Face-to-face chat / informal discussions For a small workplace or a hard-to-engage group of employees, try gaining insight informally via a casual catch up or chat. | Focus group Larger workplaces might find focus groups useful. Gather employees from different departments, levels, and/or locations to ensure you get a good snapshot of representatives. |
Compulsory meetings* For a greater response rate, have employees complete a survey during or before a meeting. | Existing groups Use existing working groups such as occupational health and safety committees or social clubs as a focus group, by attending one of their scheduled meetings. |
Key staff members If there are employees who are natural leaders and well respected within your workplace, get them on board to seek feedback from their colleagues. | Incentives Using healthy incentives may assist in an increased response rate. Host a healthy morning tea or offer the chance to win a prize for providing feedback. |
*Consider literacy levels and language differences when deciding on consultation strategies.
Source: Government of Western Australia Department of Health. Toolkit for a Healthier Workplace 2021
(cdn.livelighter.com.au/assets/resource/workplace/2021-07-toolkit-for-a-healthier-workplace.pdf)
Resources
Guidelines for consultation and representation at work (PDF, 215.1 KB)