Feasibility of 1-hour and 30-minute lifestyle behaviour change interventions designed to improve employee health and productivity in SME's

在大不列颠，与工作有关的疾病每年造成约2 800万个工作日的损失（HSE， 2006年）。这比纯粹的缺席有更大的影响，这就是出勤的影响。这可以定义为“与健康有关的工作效率受损”或“工作效率降低”（Prasad等人，2004年）。由于员工带病上班导致的出勤会使个人生产力降低三分之一或更多（CIPD的中小企业病假指南）。由于中小企业的规模，其生产力受到的负面影响尤其大，因此人们认识到，健康和良好的员工队伍将提高生产力。英国的工作场所被认为是促进健康的重要场所。为了支持员工开始积极改变生活方式，例如增加体育活动、调整饮食、减少吸烟和过度饮酒，已经实施了一些办法。然而，许多这些干预措施侧重于被动的方法，如信息交换，很少关注员工对开始和维持生活方式行为改变的参与需求。他们也常常没有采用有科学证据支持的干预措施和管理复发。健康规划需要提供量身定制的干预措施，以支持那些对变革犹豫不决的员工以及以行动为导向的员工，其中包括关于变革的基线和后续对话以及对其当前健康状况的评估。拟议的项目将以SHU已经通过NHS和中型私营部门合作伙伴提供的成功的工作场所健康计划为基础。这些都是基于证据的方法，由训练有素的从业人员提供行为改变理论。这种方法允许高质量的监测和评估，以确保使用经过验证和广泛认可的措施（包括逻辑建模）报告干预措施的影响。我们希望测试以可持续和成本有效的方式将这一成功模式应用于中小企业部门的可行性。该项目将测试我们1小时的生活方式行为改变干预和30分钟的精简版干预，以对抗只提供信息的对照组。这两种干预措施都将使用动机访谈（MI）技术，并将包括基线测量、目标设定和自我监控策略、后续电子邮件支持和6个月后的重复随访。这种以人为中心的定制方法在健康心理学文献中被广泛接受，在发展自主改变方面是有效的。最终，这将对生产力产生持久的积极影响。

Work-related ill health accounts for some 28 million working days lost a year in Great Britain (HSE, 2006). There is a larger impact than purely absence and this is the effect of presenteeism. This can be defined as 'health-related impairment in productivity while at work' or 'reduced productivity while at work' (Prasad et al, 2004). Presenteeism due to workers' being in work and ill can cut individual productivity by one third or more (CIPD's guide for SME's sickness absence). SME's in particular suffer greater negative effects on their productivity due to their size and it is therefore recognised that a healthy and well workforce will be more productive.UK workplaces are considered important settings for promoting wellbeing. A number of approaches have been implemented in an attempt to support employees in initiating positive lifestyle changes such as increasing physical activity, modifying diet and reducing smoking and excessive alcohol intake. However, many of these interventions focus on passive approaches such as information exchange and pay scant attention to the need for employee engagement toward both the initiation and maintenance of lifestyle behaviour changes. They also often fail to use interventions underpinned by scientific evidence and in managing relapses. Wellness programmes need to offer tailored interventions which support those ambivalent to change as well as action-orientated employees, which include baseline and follow-up conversations about change and assessments of their current health status.The proposed project will be based on a successful workplace wellness programme already delivered by SHU through both NHS and medium sized private sector partners. These are evidence-based approaches underpinned by behaviour change theory delivered by trained practitioners. This approach allows for high quality monitoring and evaluation to ensure reporting of the impact of the intervention using validated and widely recognised measures including logic modelling. We want to test the feasibility of adapting this successful model to the SME sector in a sustainable and cost effective way.The project will test our 1-hour lifestyle behaviour change intervention and a 30-minute streamlined version against an information only control group. Both interventions will be delivered using Motivational Interviewing (MI) techniques and will consist of baseline measurements with goal setting and strategies for self-monitoring, follow-up email support and a repeat follow-up session after 6-months. This person-centered, bespoke approach is widely accepted in health psychology literature to be effective in developing autonomous change. Ultimately this should have a lasting positive effect on productivity.