Cargando…

Managing Minds at Work: Development of a Digital Line Manager Training Program

Mental ill-health is the leading cause of sickness absence, creating a high economic burden. Workplace interventions aimed at supporting employers in the prevention of mental ill-health in the workforce are urgently required. Managing Minds at Work is a digital intervention aimed at supporting line...

Descripción completa

Detalles Bibliográficos
Autores principales: Blake, Holly, Vaughan, Benjamin, Bartle, Craig, Yarker, Jo, Munir, Fehmidah, Marwaha, Steven, Daly, Guy, Russell, Sean, Meyer, Caroline, Hassard, Juliet, Thomson, Louise
Formato: Online Artículo Texto
Lenguaje:English
Publicado: MDPI 2022
Materias:
Acceso en línea:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9266047/
https://www.ncbi.nlm.nih.gov/pubmed/35805665
http://dx.doi.org/10.3390/ijerph19138006
_version_ 1784743366625329152
author Blake, Holly
Vaughan, Benjamin
Bartle, Craig
Yarker, Jo
Munir, Fehmidah
Marwaha, Steven
Daly, Guy
Russell, Sean
Meyer, Caroline
Hassard, Juliet
Thomson, Louise
author_facet Blake, Holly
Vaughan, Benjamin
Bartle, Craig
Yarker, Jo
Munir, Fehmidah
Marwaha, Steven
Daly, Guy
Russell, Sean
Meyer, Caroline
Hassard, Juliet
Thomson, Louise
author_sort Blake, Holly
collection PubMed
description Mental ill-health is the leading cause of sickness absence, creating a high economic burden. Workplace interventions aimed at supporting employers in the prevention of mental ill-health in the workforce are urgently required. Managing Minds at Work is a digital intervention aimed at supporting line managers in promoting better mental health at work through a preventative approach. This intervention was developed as part of the Mental Health and Productivity Pilot, a wider initiative aimed at supporting employers across the Midlands region of the United Kingdom to improve the future of workplace mental health and wellbeing. The aim of the study is to describe the design and development of the Managing Minds at Work digital training program, prior to feasibility testing. We adopted a collaborative participatory design involving co-design (users as partners) and principles of user-centred design (pilot and usability testing). An agile methodology was used to co-create intervention content with a stakeholder virtual community of practice. Development processes were mapped to core elements of the Medical Research Council (MRC) framework for developing and evaluating complex interventions. The program covers five broad areas: (i) promoting self-care techniques among line managers; (ii) designing work to prevent work-related stress; (iii) management competencies to prevent and reduce stress; (iv) having conversations with employees about mental health; (v) building a psychologically safe work environment. It was considered by stakeholders to be appropriate for any type of organization, irrespective of their size or resources. Pilot and usability testing (n = 37 surveys) aligned with the Technology Acceptance Model (TAM) demonstrated that the program was perceived to be useful, relevant, and easy to use by managers across sectors, organization types, and sizes. We identified positive impacts on manager attitudes and behavioral intentions related to preventing mental ill-health and promoting good mental wellbeing at work. The next step is to explore the feasibility and acceptability of Managing Minds at Work with line managers in diverse employment settings.
format Online
Article
Text
id pubmed-9266047
institution National Center for Biotechnology Information
language English
publishDate 2022
publisher MDPI
record_format MEDLINE/PubMed
spelling pubmed-92660472022-07-09 Managing Minds at Work: Development of a Digital Line Manager Training Program Blake, Holly Vaughan, Benjamin Bartle, Craig Yarker, Jo Munir, Fehmidah Marwaha, Steven Daly, Guy Russell, Sean Meyer, Caroline Hassard, Juliet Thomson, Louise Int J Environ Res Public Health Article Mental ill-health is the leading cause of sickness absence, creating a high economic burden. Workplace interventions aimed at supporting employers in the prevention of mental ill-health in the workforce are urgently required. Managing Minds at Work is a digital intervention aimed at supporting line managers in promoting better mental health at work through a preventative approach. This intervention was developed as part of the Mental Health and Productivity Pilot, a wider initiative aimed at supporting employers across the Midlands region of the United Kingdom to improve the future of workplace mental health and wellbeing. The aim of the study is to describe the design and development of the Managing Minds at Work digital training program, prior to feasibility testing. We adopted a collaborative participatory design involving co-design (users as partners) and principles of user-centred design (pilot and usability testing). An agile methodology was used to co-create intervention content with a stakeholder virtual community of practice. Development processes were mapped to core elements of the Medical Research Council (MRC) framework for developing and evaluating complex interventions. The program covers five broad areas: (i) promoting self-care techniques among line managers; (ii) designing work to prevent work-related stress; (iii) management competencies to prevent and reduce stress; (iv) having conversations with employees about mental health; (v) building a psychologically safe work environment. It was considered by stakeholders to be appropriate for any type of organization, irrespective of their size or resources. Pilot and usability testing (n = 37 surveys) aligned with the Technology Acceptance Model (TAM) demonstrated that the program was perceived to be useful, relevant, and easy to use by managers across sectors, organization types, and sizes. We identified positive impacts on manager attitudes and behavioral intentions related to preventing mental ill-health and promoting good mental wellbeing at work. The next step is to explore the feasibility and acceptability of Managing Minds at Work with line managers in diverse employment settings. MDPI 2022-06-29 /pmc/articles/PMC9266047/ /pubmed/35805665 http://dx.doi.org/10.3390/ijerph19138006 Text en © 2022 by the authors. https://creativecommons.org/licenses/by/4.0/Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (https://creativecommons.org/licenses/by/4.0/).
spellingShingle Article
Blake, Holly
Vaughan, Benjamin
Bartle, Craig
Yarker, Jo
Munir, Fehmidah
Marwaha, Steven
Daly, Guy
Russell, Sean
Meyer, Caroline
Hassard, Juliet
Thomson, Louise
Managing Minds at Work: Development of a Digital Line Manager Training Program
title Managing Minds at Work: Development of a Digital Line Manager Training Program
title_full Managing Minds at Work: Development of a Digital Line Manager Training Program
title_fullStr Managing Minds at Work: Development of a Digital Line Manager Training Program
title_full_unstemmed Managing Minds at Work: Development of a Digital Line Manager Training Program
title_short Managing Minds at Work: Development of a Digital Line Manager Training Program
title_sort managing minds at work: development of a digital line manager training program
topic Article
url https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9266047/
https://www.ncbi.nlm.nih.gov/pubmed/35805665
http://dx.doi.org/10.3390/ijerph19138006
work_keys_str_mv AT blakeholly managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT vaughanbenjamin managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT bartlecraig managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT yarkerjo managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT munirfehmidah managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT marwahasteven managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT dalyguy managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT russellsean managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT meyercaroline managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT hassardjuliet managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram
AT thomsonlouise managingmindsatworkdevelopmentofadigitallinemanagertrainingprogram