Visualizing WHP maturity: The radar chart as a management tool

What does a WHP maturity level measure — and why is it important?

The GKV Prevention Guideline (version from December 17, 2025) describes workplace health promotion (WHP) not as a single measure, but as a management task: needs analysis, planning, implementation, evaluation — a cycle that must be systematically managed. This is exactly where the WHP maturity level comes in: It does not assess which fruit baskets or yoga classes are available, but how well your workplace health promotion (WHP) functions as a management system.

The maturity level answers three questions: What do we already have? What is still missing? And where should we invest next? Without such an assessment, WHP budgets are often used reactively — depending on the mood or the latest absence report. A structured maturity analysis makes priorities more objective and creates a basis for discussion that goes beyond personal opinions. You can determine where your company stands with the WHP Maturity Check.

How does the radar chart make 10 action areas visible?

A radar chart (also called a spider or web diagram) is particularly well suited for maturity analyses because it shows several dimensions at once and makes gaps immediately visible. In this framework, 10 action areas are assessed:

**Physical activity** — Are there activity programs, stair use campaigns, active breaks? **Nutrition** — Canteen, snack options, nutrition counseling? **Stress & resilience** — Risk assessment for psychological stress, mindfulness programs, management awareness training? **Addiction prevention** — Company agreement, counseling services, clear contact persons? **Ergonomics** — Workplace inspections, height-adjustable desks, screen work safety? **Leadership & health** — Are managers trained? Is there a health-promoting leadership culture? **Corporate culture** — Are health topics actively communicated? Are there role models from management? **Prevention & early intervention** — Occupational health care, vaccination offers, return-to-work interviews? **Governance & management** — WHP officers, steering committee, budget, reporting? **Modern work** — Remote health, hybrid offerings, digital tools?

Each action area is rated on a scale from 1 to 5. Experience shows the first round takes 20–30 minutes if you discuss the questions as a team rather than answering them alone. The resulting chart immediately shows where you are strong and where real gaps exist.

How do you use the maturity level for WHP communication?

A completed radar chart is not an end in itself — it is a communication tool. Especially with management, it enables a factual conversation: Instead of saying "We need more budget for health," you show: "In five out of ten areas, we are below level 3 — here are the three with the greatest leverage."

The tool is especially effective when used for year-on-year comparison. If you do an assessment in December and repeat it a year later, management can see exactly what has changed. Progress becomes visible — even if absence figures do not show a clear improvement in the short term due to fluctuations.

Recommendation: Present the radar chart once a year as part of a WHP steering meeting. In addition to the WHP team, invite the HR manager and ideally a representative of management. Three key questions for this meeting: What has improved since last year? In which action area is the greatest untapped leverage? Which area do we prioritize for the next planning period?