Workplace champions go by many titles: advocates, leaders, connectors, and mentors. No matter what the name, they can play a key role in the success of your health and wellbeing program.
A workplace champion advocates for change and drives health and wellbeing activities. Workplace champions may or may not be a representative on the health and wellbeing committee.
Wellbeing champions have:
- a good understanding of structures and processes within the workplace
- some authority to support change and progress ideas
- some experience (or are looking for some) to manage a project or coordinate tasks
- good relationships with colleagues and can engage on many levels
- an understanding of health and wellbeing, or a willingness to learn
- enthusiasm
- respect for an individuals’ personal choice and their privacy
- the capacity to take on the role within the confines of their own job.
Wellbeing champions can:
- determine people’s health and wellbeing interests, through surveys or meetings, and provide feedback to decision makers
- develop and deliver activities or events
- source activities and information by working with stakeholders and external organisations
- generate innovative ways to promote activities and events
- talk to decision-makers about the importance of investing in health and wellbeing
- talk to colleagues about planned changes and motivate them to join in
- mentor colleagues to make healthy choices, drawing on their own positive experiences.
You can support potential champions by:
- Sharing the workload among several people. This may be useful if your workplace doesn’t have a dedicated health and wellbeing coordinator.
- Communicating details about the role and anticipated size of the commitment when you’re recruiting them.
- Letting them know how they’ll be supported. Will the workplace provide training if required? Is other support available? Is extra renumeration on offer?
- Making sure the time allocated to each role and task is realistic.
- Providing incentives in addition to personal skill development. Consider if the workplace may offer recognition of added duties, time in lieu for training or activity planning.