Return-to-work interviews have a crucial role in the employee-employer relationship. These interviews bridge an employee’s absence due to health concerns and their reintegration into the workplace. In this situation, we interview Jean, who has arthritis, and the generation of this condition is related to inflammation of the joints. The main aim and objective are to get the information needed to improve relations, give something to hope for, and examine possible ways for Jean to get back to work. This paper is devoted to examining the interview process in terms of the predefined goals, addressing concerns, specific interviewing strategies, chosen interview techniques, benefits, and opportunities for improvement.
Predefined Goals for the Interview
The predefined goals for the interview with Jean, a data entry clerk diagnosed with Rheumatoid Arthritis, encompassed three key objectives: gathering information, offering options via solution-focused interviewing, and now interacting with the homeless populations. The first predefined goal is to understand from Jean what they are experiencing, their background, their workplace, what they want moving forward (information gathering)- the rationale behind this need.My rationale is that the sensitive data is being collected. On that basis, they would formulate a return-to-work process that was strictly regulated about her needs and concerns. It will also reduce the time spent analyzing the situation, as it lets us recognize the chances waiting ahead for her in the workplace and the areas that need to be addressed for her to be accommodated.
My second predefined goal is to build a relationship so there is trust and Jean will confide in me and be honest. Research shows that workers in a reasonable and understanding organization have a level of commitment and cooperation that translates to job performance. Thus, trust was the thing that we had to work on, but for sure, it became the success facilitator because it allowed Jean to share her struggles, where she was in favor, and her expectations. When companies do this, employers have the crucial role of unifying the team in making decisions, increasing the probability of being employed again.
My third predefined goal is to give hope with solution-focused interviewing strategies.. solution-focused interviewing is about a positive attitude, successes, and the resources a person has that will keep moving them toward their goals. It, therefore, contributes to one’s self-efficacy and sense of agency. We intended to increase Jean’s self-assurance and willpower during her reintegration period by highlighting positive results and helpful strategies for surmounting difficulties.
Addressing Concerns
In an attempt to counter concerns about the negative effect of the diagnosis on Jean’s job performance and to maintain a positive spirit, the interview was portrayed in a positive light. Instead of spending time on the restrictions, the emphasis was on exploring the adaptations and the job arrangements consistent with Jean’s talents and inclinations. This dialogue was meant to be solution-oriented and focused on creating a positive and energized attitude that will help Jean visualize herself back at work (PCU-WHS, 2022b). Additionally, Jean was informed about the available support resources and assistance programs, reiterating the need for the services. Understanding the need for information and options will be a step forward for her to have the strength to start her return to work process. It was an excellent advantage for Jean as she could accept returning to work in a good mood and confidence. It had the effect of mellowing the process of returning to work (PCU-WHS, 2022a).
Utilized Core Skills in the Interview
Empathy was key to establishing a support system because it must be authentically felt. Through Jean, I could experience this character’s life by seeing the outside events and understanding the inner feelings reflected in the character’s experiences and issues. Such as it is, this novel’s protagonist and its readers’ introduction to each other is one of trust and cordial befriending (PCU-WHS, 2022c). A result of giving Jean a chance to be not only open to communicating thoughts and feelings she possessed but also to do it freely and confidently led to the establishment of friendship and the help given during the interview.
Additionally, offering advice and information was the best she could have had to make successful decisions on the return-to-work plan. Outlining the work processes she would be returning to in the office and the facilities and provisions in place to help her during her convalescence boosted Jean’s confidence and made her decide to return to work (PCU-WHS, 2022d). Her autonomy and decision-making skills were ignited and brought her to make intelligent and suitable choices.
Further, the relationship contracts provided for each part’s roles, expectations, and confidentiality agreements to be transparent. The fact that the interviewer clearly stated the aim and the boundaries of the interview helped Jean and the interviewer understand each other more and be more open, which improved their trust (Shebib, 2023). Therefore,e, The team worked cooperatively, resolving problems and making decisions as a unit so that Jean’s needs and preferences were adequately addressed.
The fact that she was a Simple encourager was also very important in Jean’s finding out what her strengths were and how strong she was. She achieved that through encouragement and validation; she focused on her positive traits and successes, resulting in hope and motivation to overcome challenges (PCU-WHS, 2022d). This positive reinforcement built Jean’s self-confidence and instilled in her a belief that she could handle the challenges.
Finally, I applied several useful questioning techniques, especially open-ended questions, which helped me go below the surface and find out Jean’s experiences, requirements, and likes. Using Jean’s words and sentences, which she uttered without restraint, made it possible to see the whole picture of her problem. With this, designing suitable support and intervention mechanisms was possible (PCU-WHS, 2022a). Hence, applying the following core skills was fundamental in the interview process, ensuring Jean was prepared to join the workforce and stay healthy.
The specific Interviewing Strategies Employed
At the interview, though, I was interested in a combination of the motivated and solution-focused interview styles aimed at helping her get back to work. Using motivational interviewing, I aimed to walk Jean along her path to change by unintrusively investigating what is important to her. By specifying the difference between what Jean possesses and what she requires, I put forth the question for her self-reflection, which should further lead to how she should get back to her employment objectives (Pearson Canada Inc., 2014). Well, that type of recovery empowered Jean to go through her recovery process, thereby drawing a road map for success in the workplace despite her condition.
On the other hand, the solution-focused method was used to tackle Jean’s concerns, whereby they both identified the advantages and disadvantages of the issue and developed ways of overcoming problems. By training Jean to use these creative techniques, I helped her to accept the process, give attention only to the reachable things, and be optimistic, resilient, and independent when dealing with the return-to-work process. Thus, she creates positive thinking that can lead to a promising future and takes precautionary actions that can soften the bad things in the middle of the journey (Shebib, 2023). This was achieved by showcasing Jean’s cognitive starting point, problem-solving ability, and strength; the solution-focused interviewing style promoted the collective approach and the empowering atmosphere code that led to a seamless return to work.
Reflecting on Interviewing Skills
Throughout the interview with Jean, the interviewer identified their main strengths, including the manifestation of empathy. The doctor’s understanding of Jean’s Rheumatoid Arthritis issues made it possible for the physician to develop trust and openness, enabling a supportive atmosphere for communication. Moreover, concisely concluding and posing open-ended questions was crucial to understanding Jean’s specific problems and needs. This ability of mine to view the matter from different angles helped me understand the situation and create a strategy (Pearson Canada Inc., 2014). Moreover, the provision of valuable tips and facts also reassured Jean to take the proper steps toward her return to work by sharing the existing resources and guidance with her.
On the other hand, some of the points for improvement were pointed out during the interview. Moreover, I have to know how to correctly identify all the existing welfare services and accommodations so that she can meet her needs. The information can be more complete and effective by giving more information about the offered resources. In addition, using more open-ended questions in the speech would give Jean a chance to think and reflect on herself. Hence, she would be more independent and conscious of herself while she is in the process of going back to work (Shebib, 2023). This is where Jean can take cues from and try to improve on the same, and this will allow her to facilitate the return to work process for employees like herself. The work could be done more effectively if we enhanced and polished these skills and, as a consequence, employees would be supported by their needs while they dealt with health-related absences.
Conclusion
Return interviews were an integral part of the process, and they ensured that workers like Jean, who were not working due to illness, transitioned smoothly back to work when they were well. The interviews will be conducted based on the fundamental principles of goal setting, support, learning the core skills or competencies, and applying the strategies related to interviewing. Thus, the interviewees’ confidence and sense of self-determination will be improved, and their interpersonal collaboration and life outcomes will take a positive turn. A permanent reflection and fine-tuning of interviewing skills, that is, is the key factor of such a practical employee well-being and success promotion, which will allow employees to cope with work successfully.
References
Pacific Coast University for Workplace Health Sciences (PCU-WHS). (2022a). Session 3: The helping interview and the disability management professional. In Case Management: Information Gathering.
Pacific Coast University for Workplace Health Sciences (PCU-WHS). (2022b). Session 4: Components of Case Management. In Case Management: Information Gathering.
Pacific Coast University for Workplace Health Sciences (PCU-WHS). (2022c). Session 5: Setting the context: Interviewing fundamentals. In Case Management: Information Gathering.
Pacific Coast University for Workplace Health Sciences (PCU-WHS). (2022d). Session 6: Asking questions and the pursuit of empathy. In Case Management: Information Gathering.
Pearson Canada Inc. (2014). Relationship: The Foundation for Change.
Shebib, B. (2023). Choices: Interviewing and counseling skills for Canadians (8th ed., pp. 33–64). Pearson.
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