Why do some workplace health campaigns succeed while others barely move the needle? Often the answer lies not in the message but in the timing. The Stage of Change model — also known as the transtheoretical model — offers a practical way to understand and support health-behaviour change, and it is one COPE has adapted specifically for the workplace.
The five stages of change
The model recognises that people move through a series of stages when they change a habit or behaviour:
- Pre-contemplation — not yet considering change, and often unaware there is a problem.
- Contemplation — starting to weigh up the pros and cons of change.
- Preparation — intending to act soon and beginning to plan.
- Action — actively making the change.
- Maintenance — sustaining the new behaviour over time and guarding against relapse.
Why the stage matters
The key insight is that people at different stages need different kinds of support. Someone who has not yet accepted they need to change will not respond to a detailed action plan — but they may respond to information that prompts reflection. Someone already taking action needs encouragement and relapse-prevention, not persuasion. Interventions tailored to an individual’s stage are likely to be far more effective than a generic, one-size-fits-all programme aimed at everyone at once.
Adapting the model for the workplace
COPE has adapted this behaviour-change approach for workplace health interventions, drawing on the work of Dr Zara Whysall and Professors Roger and Cheryl Haslam. Rather than broadcasting the same message to an entire workforce, the approach helps organisations meet employees where they are — matching communication, resources and support to each person’s readiness to change.
The result is health and wellbeing programmes that feel relevant rather than preachy, and that translate good intentions into lasting change. For employers, that means better engagement, better outcomes and a better return on the investment made in workforce health.
