Skip to main content

Table 7 Step 2 Performance objectives for each stakeholder and health condition

From: Healthy and productive workers: using intervention mapping to design a workplace health promotion and wellness program to improve presenteeism

Mental Health

Cardiovascular/Diabetes

MSK

Cancer

Flu

a) employee

- de-stigmatize MH

- look at it differently

- open communication

- know when to seek help

- seek out positive relationships with peers/leadership

- use available resources

- minimize isolation participate in social networks

- avoid gossip or other negative behaviours

- compliance re: medication/counselling/support

- exercise minimum 30 min per day

- get adequate sleep

- proper diet/nutrition

- avoid tobacco

- minimize alcohol

- engage in stress/time management work/life balance

- discuss with manager/supervisor any limitations

a) employee

- do regular exercise (at least 20 min of walking 5 out 7 days per week)

- test for high cholesterol or high lipids in the blood

- check blood pressure (identify if they are at risk)

- eat properly - reduce fat intake, increase fibre, increase greens,

- stress management

- avoid tobacco use

- reduce refined sugars/alcohol

- be aware of the signs and symptoms and when they do occur do something about it

- monitor diet, reduced processed foods and eating out

- check BMI

- be aware of the drugs that you are taking (drug interactions can impact cardiovascular health)

- weight management

- understanding family history

- sleep hygiene

- work-life balance

- seeing family doctor for regular check-up

- medication compliance/appropriate use of medication

- discuss with manager/supervisor any limitations

- monitor BP and blood glucose regularly

a) employee

- regular exercise (30 min/day)

- seek advice on appropriate exercise/self management

- maintain adequate weight

- proper diet

- lifestyle, walking

- sit more ergonomically-appropriate work posture (reduce physical strains of sitting)

- if at risk for arthritis - need to have it checked out by health care person

- aware of links between musculoskeletal health and depression

- if they have physical limitations, need to communicate with their manager

- knowing when to seek help if they have physical pain

- take the appropriate medication

- reduce physical work hazards

- reduce stress-learn stress management skills

- yoga

- develop positive relationships with co-workers/manager/supervisors

- adapt/accommodate worksite

- take regular breaks

a) employee

- do regular exercise (at least 20 min of walking 5 out 7 days per week)

- learn self breast exam

- learn about prevention (colon/breast/skin/prostate/lung)

- know about family history and risk

- eat properly - reduce fat intake, increase fibre, increase greens, reduce alcohol use

- stress management

- avoid tobacco use

- sun protection

- be aware of the signs and symptoms and when they do occur do something about it

- monitor diet, reduced processed foods and eating out

- weight management

- adequate/sleep hygiene

- work-life balance

- seeing family doctor for regular check-up/screening

- take recommended medications and seek appropriate care compliance/appropriate use of medication

- discuss with manager/supervisor any limitations

- seek support from manager/co-workers/home/community

- learn to build positive relationships

- learn/avoid known carcinogens

- awareness of available resources

a) employee

- get the flu shot; understand the risks and benefits of the flu shot -decide whether the flu shot is right for them

- eat properly

- exercise

- get enough sleep

- wash hands

- know how to adequately wash hands work/home

- good sanitary practices at work and at home

- limit exposure to others who are sick

- if sick, limit exposure (stay home if they are sick)

- cough/sneeze into elbow not hands

- use hand sanitizers regularly

b) manager/supervisor

- adequate training/training to develop positive relationships with employees

- avoid stigma/better understanding

- discuss issues with employee/foster open communication

- know what resources are available

- employ emotional intelligence

- know when to seek help

- follow processes

- learn to identify behavioural issues

- demonstrate flexibility and compassion

- help enable employee to get better

- mentorship for prevention

- encourage employees to participate in wellness

- recognize each employees' 'normal'

- Provide positive recognition of employees

- minimize ambiguity in employee roles

b) manager/supervisor

- role model (eating properly, exercising, going out for a walk at lunch time, work-life balance, adequate weight)

- accountability - awareness of signs and symptoms of employees (e.g. arm pain)

- education/training re signs of cardiovascular disease/diabetes

- develop positive relationships with employees/subordinates - can lead to open communication, reduced stress

- accommodation/flexibility on the part of managers and supervisors

- better understanding and being active about it - providing modifications, resources

- awareness of resources available to employees (e.g. wellness programs, fitness programs)

- show compassion and concern

b) manager/supervisor

- be educated about musculo-skeletal disorders

- observe people sitting at their desk - identifying and suggesting an ergonomic assessment

- positive relationships

- role models around exercise/diet/positive attitudes/

- build and maintain positive supportive relationship

- monitor physical/stress demands

- awareness of signs and symptoms of MSK

- suggest/accommodate to workers capabilities/tolerance

b) manager/supervisor

- modify work to suit limitations

- provide support/empathy

- develop positive relationships

- aware of available resource to employees

- role model for healthy living

- monitor work stress demands

- positive communication skills

- encourage employees to engage in wellness programs

- recognize early signs…weight loss, change in behaviours, malaise, excessive time off work etc.

- show compassion and concern

b) manager/supervisor

- support staff if they need to stay home if they are sick

- manage work, clients

- understand the HR absence policies and processes and share with the team - make sure everyone is aware of the steps they need to take if they are sick (who to call, how often to check in)

- be a role model in terms of doing the necessary healthy behaviours (eating well, exercising, washing hands)

- instructing employees for where they can find resources that explain the benefits and risks flu shot (education)

c) co-workers

- de-stigmatize mental health

- be supportive

- Work together common goals and objectives

- be observant

- look after each other

- respect confidentiality

- help create a positive environment

- don't turn a blind eye

- reach out to manager when needed

- learn about mental illness

- show compassion and concern

c) co-workers

- awareness of early signs, identify amongst co-workers (fostering knowledge)

- support, positive relationships

- show compassion and concern

- Work together common goals and objectives

- positive role model (engage in healthy behaviours and wellness programs)

c) co-workers

- going for walks

- adequate weight

- support, positive relationships

- show compassion and concern

- Work together common goals and objectives

- positive healthy role models(eating, exercise, weight, attitudes, relationships, use of proper ergonomic, work-life balance)

- awareness of signs and symptoms of MSK

c) co-workers

- positive healthy role models (eating, exercise, weight, attitudes, relationships, work-life balance)

- show compassion, support and concern

c) co-workers

- be a positive role model

- get the flu shot; understand the risks and benefits of the flu shot - decide whether the flu shot is right for them

- eat properly

- exercise

- get enough sleep

- wash hands

- know how to adequately wash hands work/home

- good sanitary practices at work and at home

- limit exposure to others who are sick

- if sick, limit exposure (stay home if they are sick)

- cough/sneeze into elbow not hands

- use hand sanitizers regularly

d) directors/senior management

- leadership to prioritize mental health

- invest time and budget

- walk the talk

- lead by example

- participate in training

- learn to identify behavioural issues

- demonstrate flexibility and compassion

- enable employee to get better

- mentorship for prevention

- encourage employees to participate in wellness

- training to develop positive relationships with employees

- foster open communication

- recognize each employees' 'normal'

- Provide positive recognition of employees

d) directors/senior management

- role models, walk the talk (diet, exercise, lifestyle, work-life balance) lead by example

- have training with regards to Cardiovascular Disease

- demonstrating accommodation, flexibility

- expressing to managers - compassion, understanding, proactive nature of direction

- positive relationships

- allow for budgeting for programs related to cardiovascular/diabetes disease (providing time and resources to educate)

d) directors/senior management

- positive role model

- resources around ergonomics

- training in musculo-skeletal health

- money, resources, time

- walk the walk - make sure they are sitting properly with the correct equipment

d) directors/senior management

- role models, walk the talk (diet, exercise, lifestyle, work-life balance) lead by example

- expressing to managers - compassion, understanding, be proactive

- allow for budgeting for programs related to cancer (providing time and resources to educate)

- training to develop positive relationships with employees

- foster open communication

- encourage flexibility among mangers/supervisors

d) directors/senior management

- education and awareness about prevention - providing information

- e.g. biometric screening clinics, flu prevention

- make sure everyone knows the plan- business continuity (e.g. flu pandemic) - having a plan in place for what the organization should do

- awareness of daycare programs

e) organization

- benchmarking - comparing organization to others re mental health

- establish mission and philosophy around health of employees

- communicate expectations and procedures to managers and employees

- set the tone for the culture

- enforce policies and procedures

- align policies and procedures to philosophy

- know the standards from regulatory bodies (e.g. mental health commission of Canada)

- provide resources for training managers/supervisors/employees

- invest in social capital

e) organization

- benchmarking - how well are we doing in comparison with other companies with regards to cardiovascular/diabetic claims?

- mission statement, main message around health in general

- communication around expectations re: health/wellness-make health/wellness the norm

- culture - how important is the well-being of our employees

- policies and procedures related to wellness and prevention

- instill/facilitate a health/safety culture

- invest in social capital

e) organization

- benchmarking- how well are we doing in comparison with other companies with regards to MSK claims?

- instill/facilitate a health/safety culture

- policies and procedures related to wellness and prevention

- communication around expectations re: health/safety/wellness-make health/wellness the norm

- provide resources for training managers/supervisors/ employees

- invest in social capital

e) organization

- benchmarking - how well are we doing in comparison with other companies with regards to cancer related claims?

- mission statement, main message around health in general

- instill/facilitate a health/safety culture

- policies and procedures related to wellness and prevention

- communication around expectations re: health/wellness-make health/wellness the norm

- invest in social capital

e) organization

- having the right practices and policies in place to support short-term absences due to illness (e.g. offering personal illness days to employees, ensuring this benefit aligns with employees' needs)

- resources

- provide the flu shot clinic for those who are interested in getting the shot

- business continuity (e.g. flu pandemic) - having a plan in place for what the organization should do

- invest in social capital

f) family/partner/spouse/community

- supportive environment

- understanding of mental health and reduced stigmatization

- understanding of the impact of mental health on the individual

- discuss openly and honestly with the person having mental health problems

- recommendation to seek help, not be afraid to seek help

- positive influence

- foster awareness about available support and programs (community perspective)

- taking ownership for investigating what programs and support are available (partner, family perspective)

- have resources available for people who need help when they need it (community)

- targeting at a young age- bringing awareness and providing resources to all demographics (identification of the signs)

f) family/partner/spouse community

- being aware of early signs of Cardiovascular Disease

- encourage family members to go to the doctor for check-ups

- encourage healthy eating, diet, nutrition at home

- encourage exercise, more walking

- proper use of medication - being aware of and providing support for proper use of medication

- education on signs and symptoms/prevention

f) family/partner/spouse community

- encourage physical activity, healthy weight

- education around how to lift properly

- model for healthy living

- education on proper ergonomic at home

- understanding role of self-management in chronic MSK disorders

- understand the relationship between chronic MSK and depression/anxiety

- make regular exercise proper ergonomics and healthy eating the norm

- provide encouragement and support for ongoing treatment

- awareness of the role and potential negative consequences of narcotic use for pain

f) family/partner/spouse community

- positive healthy role models (eating, exercise, weight, attitudes, relationships, work-life balance)

- make healthy lifestyle the norm

- provide emotional support and encouragement

- understand the impact cancer can have on the individual

- support/assistance in treatment…chemotherapy/radiation/medication treatment and be aware of side-effects

- be aware of community/work resources/support groups to assist in management

- awareness of the role and potential consequences of narcotic use for pain

- aware of Canadian Cancer Society resources

f) family/partner/spouse community same as above (employee and co-worker)

- providing support to people that want to take the shot

- provide information, education

- provide support for the people that need to stay home

- provide opportunity to citizens to have the shot

- hygiene education in terms of prevention

g) health care practitioners

- ability to screen for individuals at high risk and provide appropriate interventions (e.g. referral, medication, counselling, etc.)

- stay up-to-date and current with regards to mental health trends in Canada (number of Canadians impacted - stimulate dialogue about prevalence, reducing stigma/treatment, resources)

- explaining to employees why information is provided to different stakeholders so that appropriate case management and adjudication happens - having more dialogue with the employee, providing teaching and information about why it is important to provide information up front

- holistic approach (combination of medications, therapy, etc.) commitment to keep working at a treatment plan

- follow-up - is the treatment plan working? what adjustments are needed? ongoing case management at the doctor-patient level

g) health care practitioners

- provide screening for high risk individuals

- provide appropriate interventions

- provide educational resources for people to look for in terms of Cardiovascular disease and risks

- counseling in terms of exercise and diet, provide appropriate resources

- regular follow-ups to see if risk factors are under control

- balancing pharmacological with non-pharmacological interventions

g) health care practitioners

- identification, follow-up, assessment

- aware of ergonomic issues, educate patients on proper ergonomics/prevention

- recommend/refer for appropriate treatment/management

- encourage to stay active

- communicate with workplace for work modification

- positive role model

g) health care practitioners

- appropriate screening and management

- communication with workplace on work modification

- provide emotional support and educate family members

- provide patient education on prevention and self monitoring

- educate on community resources

- positive role model

- educate on self monitoring

g) health care practitioners

- education, especially for high-risk people

- providing the flu shot for those that want it

- education in the area of prevention

- dispensing medication that is needed

- be clear to the employee on restrictions and limitations (e.g. when they can return to the office)

- communication via employee to the workplace - between health care provider's recommendations to the workplace, via the employee

- provide people with information regarding alternatives to medicine

- EAP - provide education, daycare issues, family care (consequences, what to do)

h) high risk employees

- same as employees

- read emails and information about health promotion

- make people more aware and find ways for them to become more aware about available programs, become more proactive, rather than reactive

- take accountability for themselves - accept that they are responsible for their own behaviour (other stakeholders are not responsible to ensure that people take appropriate action)

- leaders also need to create capacity for people to participate

h) high risk employees

- same as employees

- responsibility and accountability

- education (same as mental health)

h) high risk employees

- same as employees

- ask for ergonomic assessment

- use proper postures at work

h) high risk employees

- same as employees

h) high risk employees

- same as employee

  1. EAP employee assistance program, MH mental health, BMI body mass index, BP blood pressure, MSK musculoskeletal, HR+ human resources