Enhanced Capacity to Act: Managers’ Perspectives When Participating in a Dialogue-Based Workplace Intervention for Employee Return to Work

Abstract

Purpose To explore if and how a dialogue-based workplace intervention with a convergence dialogue meeting can support a return to work process from the managers' perspective. Methods Individual interviews were conducted with 16 managers (10 women and 6 men) who had an employee on sick leave because of stress-induced exhaustion disorder. The manager and employee participated in a dialogue-based workplace intervention with a convergence dialogue meeting that was guided by a healthcare rehabilitation coordinator. The intervention aimed to facilitate dialogue and find concrete solutions to enable return to work. The interviews were analyzed by the Grounded Theory method. Results A theoretical model was developed with the core category enhancing managerial capacity to act in a complex return to work process, where the managers strengthened their agential capacity in three levels (categories). These levels were building competence, making adjustments, and sharing responsibility with the employee. The managers also learned to navigate in multiple systems and by balancing demands, control and support for the employee and themselves. An added value was that the managers began to take preventive measures with other employees. When sick leave was caused only by personal or social issues (not work), workplace actions or interventions were difficult to find. Conclusions From the managers' perspective, dialogue-based workplace interventions with a convergence dialogue meeting and support from a rehabilitation coordinator can strengthen managerial competence and capacity to act in a complex return to work process.

Effects of Additional Individually Tailored Interventions on Sick-Leave and Symptoms in Patients with Exhaustion Disorder: A Randomized Controlled Trial

“…The current study population thus consisted of a more homogeneous patient group, leading to a minor risk of selection bias. (30,31). Furthermore, in line with the current findings, at least 1 study focusing on the importance of various stress exposures in the development of ED concluded that work environmental factors seem to be deeply involved in the development of severe stressrelated disorders, and thus should constitute a main target for interventions (32).…”

“…Hence, there is an increasing need for concurrent interventions aimed at reducing hazardous exposures in the work environment, in order to reduce sick-leave and symptoms for this patient group. In line with the current conclusions, other scholars have recommended a cohesive and work-focused rehabilitation programme involving several stakeholders for patients with stress-related disorders, such as ED and other common mental disorders ( 30 , 31 ). Furthermore, in line with the current findings, at least 1 study focusing on the importance of various stress exposures in the development of ED concluded that work environmental factors seem to be deeply involved in the development of severe stress-related disorders, and thus should constitute a main target for interventions ( 32 ).…”

“…It is reasonable to believe that interventions focusing on the workplace will be more efficient, as mentioned previously. In line with this assumption, a study performed by Eskilsson et al confirmed the significance of an early and well-functioning collaboration between patient, healthcare provider, and employer to achieve early RTW for patients with ED ( 30 ). However, in contrast, a study from Norway showed that an intervention on the individual level (inpatient rehabilitation for 3.5 weeks) for patients with either pain or common mental disorders reduced sick-leave at the 12-month follow-up significantly more in comparison with 6 weekly sessions of psychological treatment ( 39 ).…”

Aligning stakeholders’ understandings of the return-to-work process: a qualitative study on workplace meetings in inpatient multimodal occupational rehabilitation

“…All stakeholders emphasized that employees need to be open about their health-related difficulties to identify adjustments appropriate in content and scope. Both employees and managers have previously been found to value that return-to-work meetings improve knowledge of diagnosis or reasons for sickness absence (Andersen, Nielsen, Brinkmann et al, 2012b ; Eskilsson et al, 2020 ; Strömbäck et al, 2020 ). In our study, being open sometimes required revealing highly personal information, in some instances also concerning family members.…”

“…Without having to do so, we propose that therapists can provide the necessary support and validation when employees discuss return-to-work with their supervisors. Since some supervisors may experience the therapist to be biased or interloping with their relationship with the employee, arranging an individual conversation before the workplace meeting, such as in convergence dialogue meetings (Eskilsson et al, 2020 ; Finnes et al, 2019 ; Strömbäck et al, 2020 ) could be advantageous. An impression of the supervisor and workplace might also help therapists in advising the employee on which information to share.…”