A comparison of face-to-face and online training in improving managers' confidence to support the mental health of workers

Abstract

BackgroundIn recognition of the important role managers play in the well-being of the staff they supervise, many workplaces are implementing specialised training for leaders to help them better understand and support the mental health needs of their staff. This training can be delivered through face-to-face or online training sessions. Evaluation of such programs have found positive results for each format when compared to a control group, but to date, face-to-face and online manager mental health training have not been compared with one another.AimsThis study brings together results from two trials evaluating the same program content, each employing a different mode of content delivery. Both types of training aimed to change managers' confidence to better support the mental health needs of the staff they supervise.MethodsUtilising data derived from two previously conducted trials, mean change in manager confidence from baseline at both post-intervention and follow-up were examined for each method of content delivery. An identical way of measuring confidence was used in each study.ResultsManagers' confidence improved from baseline with both methods of training. A greater change was observed with face-to-face training than for online, although both methods had sustained improvement over time. Analyses indicate that at follow-up, improvements in confidence were significant for both face-to-face (t18 = 5.99; P < .001) and online training (t39 = 3.85; P < .001). Analyses focused on managers who fully completed either type of training indicated very similar impacts for face-to-face and online training.ConclusionsBoth face-to-face and online delivery of manager mental health training can significantly improve managers’ confidence in supporting the mental health needs of their staff. This change is sustained over various follow-up periods. However, lower retention rates common in online training reduce the relative effect of this method of delivery.

Barriers and Facilitators for Return to Work from the Perspective of Workers with Common Mental Disorders with Short, Medium and Long-Term Sickness Absence: A Longitudinal Qualitative Study

“…By having regular conversations with their workers about what they value in work and what their needs are to realize those work values, supervisors can support job crafting and prevent 'reversed job crafting' that was found in the long-term group. The finding that managers play a key role in the RTW process and that improved communication is associated with faster RTW has also been found by others [41][42][43]. However, whereas managers may acknowledge the importance of communication about mental wellbeing, several studies have shown they often feel uncertain about how to best support workers' mental wellbeing needs [42,44], and they do not always see it as their responsibility to start the conversation with the worker [45].…”

Students’ Attitudes to the Online University Course of Management in the Context of COVID-19

“…Some of researches are oriented to the business organizations including in support relationship between managers and their employees. For instance, Gayed et al (2019) provide a comparison between online and traditional (face to face) training in the complex business context. The authors try to understand and analyze the different types of trainings in line of the improvement the level of managers` confidence, which on his side to support the mental health of the employees.…”

“…Both modes of delivery appear able to create sustained changes in confidence levels. However, a key challenge of online modes of delivery appears to be retention rates and program adherence (Gayed et al, 2019). The researchers have presented as well one of the possible solutions that could lead to overcoming this identified problem: Additional strategies involving more engaging means of improving retention in online training need to be determined to maximize the impact of new online training programs (ibid).…”

Improving occupational therapists’ confidence in completing the Allied Health Professions Health and Work Report: Results from the CREATE feasibility study

“…Our findings are consistent with those of (Aggarwal et al, 2011) that compared online training and traditional face-to-face approaches in the delivery of information to students in India, with similar results found for face-to-face and online delivery. Gayed et al (2019) in their Australian study that compared face-to-face and online approaches to deliver training, aimed at improving managers' communication with staff about mental health issues, also found that both training methods had similar effects on confidence.…”

“…An Australian study compared face-to-face and online approaches to deliver training aimed at improving managers' communication with staff about mental health issues (Gayed et al, 2019). The authors reported that both training approaches improved confidence and that this was sustained at follow-up.…”