Table 2.

Intervention process design based on Nielsen and Abildgaard’s framework [22].

Stage	Tasks	Program design
Initiation	Clarify roles of different actors; create a communication strategy	First contact with companies through their HR managers
Screening	Assess organizations’ needs; select measures on individual and organizational level	Interviews with HR managers at the companies to recognize organization-specific needs and context; selection of suitable measures that complement existing assessment methods in the companies, with emphasis on measures focused on strengths and skills rather than problems and weaknesses
Action plans	Clarify intervention activities, their purpose and timeline; select methods for evaluating success of actions	App available on Web and mobile platforms; baseline survey conducted online; approximate intervention duration 3 months; kick-off events for employees held by researchers on-site and/or through online meetings; email and calendar invitations, intranet announcements and flyers at worksite; if possible, events aligned with other events/trainings in the company
Implementation	Document intervention activities; assign person who makes intervention happen in the organization	Regular contact with HR managers to keep track of the progress and activities inside the companies; mid-survey (online) to assess initial engagement and experiences among employees
Evaluation of effects	Measure changes in health and well-being; measure changes in working conditions and organizational procedures	Follow-up survey (online); analysis of changes in different well-being measures from baseline to follow-up; interviews with volunteer employees, superiors and HR managers