Table 3 Step 2: matrix with examples of change objectives per performance objective, based on the behavioural determinants
Performance objectives for supervisor | Logic of problem (from needs assessment) | Attitude [A] Social influence [S] Self-efficacy [E] | Skills, knowledge and self-regulation | Behaviour |
|---|---|---|---|---|
Change objectives for employees with CMHP to stay at work, the supervisor: | ||||
 Talks with employee about the way mental health issues influence work | - Awareness raising on mental health | - Sees own role as crucial to support SAW [A] | - Able to observe and ask what employee needs | - Asks what employee needs to SAW |
- Balance between job demands and control | - Believes that employee with CMHP can work [A] | - Knows about interventions to offer | - Initiates dialogue by listening, and mirroring observations from work-related issue | |
- Conversational skills training on mental health and work | - Sees how other supervisors support [S] | - Has conversational skills for sensitive topic | ||
- Professional support from OHP | - Shows understanding, empathy [E] | - Encourages employee to share own solutions | ||
- Has confidence to bring up work issues related to CMHP [E] | - Knows barriers on what (not) to ask | |||
 Stimulates employee’s autonomy and sense of responsibility once CMHP influences work | - Employee’s experience of autonomy | - Believes in autonomy and responsibility by employee [A] | - Has skills to coach employee on a balanced sense of responsibility | - Stimulates employee to find own solutions but takes over when necessary |
- Active coping | - Knows how to stimulate employee to feel boundaries and say yes/no [E] | - Has knowledge on risk factors, signals | - Encourages employee to act on work-related and private issues | |
- Information about roles and responsibilities | - Is confident that employee can and will take control [E] | |||
 Supervisor talks with employee to match needs and capacity with work through job accommodations to SAW | - Ways to match employee’s capacities to work | - Is open to temporarily job accommodations to SAW (reduce/ change work / workplace) [A] | - Has knowledge about job accommodations and MH interventions | - Investigates with employee tasks, priorities and job accommodations |
- Supervisor’s knowledge and skills on interventions - Easy access and strong collaboration with OHP | - Knows boundaries on helping as supervisor and handover to OHP [S] - Is confident to find solutions with employee or gets support from OHP [E] | - Acts pro-actively on short term adjustments in work, besides giving space for interventions | ||
- Supervisor’s autonomy to apply tailored approach each employee | - Is confident to make exceptions so employee can SAW, explains accom-modations to team [E] | |||