In order to make the dialogue about the WPA results engaging, and to ensure that different perspectives come into play, it can be helpful to structure the conversations more than you would normally have to.
Firstly, you should be clear about what you want to achieve with the dialogue meeting. Only when your objective is clear will you be able to choose the right method for the dialogue meeting. Your choice of method depends on the objective, the number of employees and the situation at the unit. Methods may be combined to serve more than one objective.
A. To present the reports and (anonymously) select the focus areas which the unit/department (Aarhus BSS, HE and ST)/school (Arts) will be working on (see dialogue method A)
B. To provide your staff with an opportunity to enter into dialogue about how they read the reports, their expectations, and their specific ideas for working with the psychological work environment (see dialogue method B)
C. The department (Aarhus BSS, HE and ST)/school (Arts)/unit as a whole prioritises the three most important focus areas, defines goals for each focus area and develops suggestions for initiatives (see dialogue method C)
D. To ensure staff ownership of initiatives to improve well-being, because the staff create a their own meaningful action plan in groups (see dialogue method D)
E. To elaborate on data and/or focus areas through group dialogues (see dialogue method E)
It is important to align expectations with staff concerning follow-up, as this is the basis for constructive dialogue meetings based on trust and subsequent actions to improve the work environment.
Depending on the results in the WPA reports, some units will be able to plan and communicate a meaningful follow-up process quickly. In other units, the process will have to be planned and communicated in stages on the basis of the outcome of the dialogue meetings. In all cases, it is important that everyone knows what the next step is, and who is responsible for taking it.