Table 5.

Step 3: selected theoretical methods and practical strategies for the determinants identified for the SAW-SG intervention

Determinant	Method	Practical strategy	Parameters for use by OHP or supervisor
Intention
Attitude	- Belief selection [31] - Verbal persuasion [35, 38, 45]	- Identify current beliefs and strengthen positive beliefs and weaken negative beliefs, Introduce new beliefs	- Self-study or discussion with OHP individually or in group with other SVs
			- Select (un)supportive believes on CMHP and work—OHP leads sessions about GL by providing information, questions, arguments and dilemma’s
	- Modelling [46]	Identify role models Provide encouragement by stories and testimonials	- Mental health ambassadors discuss their work-related experiences with EM and SV in general
			- OHP speaks about success stories on how to SAW, possibly from within organization or videos
Social influence	- Social pressure [31]	Create sense of urgency on economic and societal impact Show success stories	- Movie with success stories in GL
			- OHP creates sense of urgency, shows numbers, risks on negative work outcomes, and examples
	- Social comparison among SV [47]	Provide opportunities for interaction among SV, Peer support groups	- Create support systems among SV about GL
			- OHP/HR department brainstorms or facilitates peer learning through intercollegial consultation
Self-efficacy	- Feedback [48]	Providing feedback Training and sharing of learned lessons among SV	- SV conducts self-study on GL, self-reflection
			- OHP advices SV per case about supportive behaviour, based on GL themes, in interactive sessions, consultation
			- OHP facilitates sessions in which SV introduces case and actions, in constructive feedback loops
	- Goals setting and action plans [49, 50]	Evaluation and action plans (if this, then I will…-plans)	- SV identify peer/coach to discuss
			- OHP coaches SV before dialogue with employee (if this, then I will…-plans), supported by GL
Skills
Skills	- Guided practice [46]	Conversation checklist Guided practice Skills training on communication about MH	- SV identify peer/coach to receive coaching on skills development
			- Use of checklists in GL on conversational skills
			- Example movies or referral to other courses
			- OHP encourages SV to use reflection tools and GL
Knowledge	- Awareness raising [51] Discussion [38]	Evaluating understanding of magnitude of problem	- OHP and GL provides information about risks of absenteeism
			- OHP and SV discuss statistics of absenteeism in organization
			- OHP tailors information about organization
	- Active transfer of information [52]	Providing written and verbal information	- Information web tool/pdf about MH and role SV
			- Links to reliable external resources OHP shows and discusses content of GL with SV
Self-regulation and deal with barriers	- Feedback [48]	Define current approach, strengths and weaknesses Feedback on behaviour	- SV identify current approach, asks employees
			- OHP and SV identify solutions in GL for dilemmas in targets, internal processes that interfere with supporting SAW
Behaviour
	- Goals setting and action plans [49, 50]	Diagram of actions Conversation checklist	- SV uses GL with diagram of actions to prepare
			- SV and OHP identify and evaluate goals and actions to increase employee’s MH
	- Tailoring [53]	Tailoring material to needs Consulting a professional (OHP)	- SV uses GL according to own needs and time
			- Organization facilitates regular and low-key opportunity to receive coaching to apply GL
	- Action learning in group [54]	Inter-collegial working groups Peer support through inter-collegial consultation	- SV in group discuss recent cases and their actions, advice each other on alternative actions or tips

EM Employee with CMHP, SV Supervisor, OHP Occupational Health Professional, MH Mental Health, GL Guideline