Apply the behavioural changes Prochaska and DiClemente model to workplace health and well-being
The transtheoretical model of the stages of change is based on the premise that not all employees are necessarily at the same stage, and that your tools and programs must take this into account. Global-Watch framework for intervention makes it possible to better understand the systemic dynamics of an organization when it wishes to put in place health and well-being actions. It should be noted that these stages can apply to organizations as well as to individuals.
- Precontemplation: The employee ignores the problem. They do not see the benefits that could be gained from modifying their behaviour.
- Contemplation: The employee is ambivalent about the fact that the behavioural change will yield as many advantages as disadvantages (pro=con).
- Preparation: The employee is motivated to change and understands that the advantages of change significantly exceed the disadvantages (pro>con). It is normally at this stage that the employee begins to identify the obstacles and find strategies for taking action.
- Action: This is the stage where the employee begins to change their behaviour.
- Maintenance: The employee maintains their new behaviour for at least six months.
Based on this model, your strategy should include specific actions for each of these stages for employees, and for the managers and directors of your organization, to help them transition from one stage to the next. Organizational strategies have two general functions: to implement a program in the company to improve the health and well-being and to pass on knowledge and actions to employees so that they can personally influence their lifestyle. For each function, organizational strategies accompany the company and the employee in each stage of change. Here are some examples of actions that can be taken at each one of these stages. Please note that the tools we provide are related to these stages.
