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

Aimée Gayed; Leona Tan; Anthony D. LaMontagne; Allison Milner; Mark Deady; Josie S. Milligan-Saville; Ira Madan; Rafael A. Calvo; Helen Christensen; Arnstein Mykletun; Nicholas Glozier; Samuel B. Harvey

doi:10.1016/j.invent.2019.100258

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

Aimée Gayed^*, Leona Tan, Anthony D. LaMontagne, Allison Milner, Mark Deady, Josie S. Milligan-Saville, Ira Madan, Rafael A. Calvo, Helen Christensen, Arnstein Mykletun, Nicholas Glozier, Samuel B. Harvey

^*Corresponding author for this work

Psychological Medicine

Research output: Contribution to journal › Article › peer-review

20 Citations (Scopus)

Abstract

Background: In 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. Aims: This 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. Methods: Utilising 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. Results: Managers' 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. Conclusions: Both 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.

Original language	English
Article number	100258
Journal	Internet Interventions
Volume	18
Early online date	13 Jul 2019
DOIs	https://doi.org/10.1016/j.invent.2019.100258
Publication status	Published - 1 Dec 2019

Keywords

Manager
Mental health education
Online intervention
Supervisor training
Workplace mental health

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

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10.1016/j.invent.2019.100258

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Gayed, A., Tan, L., LaMontagne, A. D., Milner, A., Deady, M., Milligan-Saville, J. S., Madan, I., Calvo, R. A., Christensen, H., Mykletun, A., Glozier, N., & Harvey, S. B. (2019). A comparison of face-to-face and online training in improving managers' confidence to support the mental health of workers. Internet Interventions, 18, Article 100258. https://doi.org/10.1016/j.invent.2019.100258

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

abstract = "Background: In 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. Aims: This 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. Methods: Utilising 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. Results: Managers' 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. Conclusions: Both face-to-face and online delivery of manager mental health training can significantly improve managers{\textquoteright} 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.",

keywords = "Manager, Mental health education, Online intervention, Supervisor training, Workplace mental health",

author = "Aim{\'e}e Gayed and Leona Tan and LaMontagne, {Anthony D.} and Allison Milner and Mark Deady and Milligan-Saville, {Josie S.} and Ira Madan and Calvo, {Rafael A.} and Helen Christensen and Arnstein Mykletun and Nicholas Glozier and Harvey, {Samuel B.}",

year = "2019",

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doi = "10.1016/j.invent.2019.100258",

language = "English",

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journal = "Internet Interventions",

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T1 - A comparison of face-to-face and online training in improving managers' confidence to support the mental health of workers

AU - Gayed, Aimée

AU - Tan, Leona

AU - LaMontagne, Anthony D.

AU - Milner, Allison

AU - Deady, Mark

AU - Milligan-Saville, Josie S.

AU - Madan, Ira

AU - Calvo, Rafael A.

AU - Christensen, Helen

AU - Mykletun, Arnstein

AU - Glozier, Nicholas

AU - Harvey, Samuel B.

PY - 2019/12/1

Y1 - 2019/12/1

N2 - Background: In 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. Aims: This 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. Methods: Utilising 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. Results: Managers' 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. Conclusions: Both 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.

AB - Background: In 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. Aims: This 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. Methods: Utilising 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. Results: Managers' 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. Conclusions: Both 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.

KW - Manager

KW - Mental health education

KW - Online intervention

KW - Supervisor training

KW - Workplace mental health

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DO - 10.1016/j.invent.2019.100258

M3 - Article

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SN - 2214-7829

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JO - Internet Interventions

JF - Internet Interventions

M1 - 100258

ER -

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

Abstract

Keywords

UN SDGs

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