“My patience has limits”: A qualitative study on how supervisors manage their conflicts of interest with employees who returned to work after mental health leave

Background Employees who return to work (RTW) after mental health leave are a vulnerable, yet understudied population. While work adjustments are often implemented to facilitate their return, these changes may conflict with the operational interests of supervisors. Objective The present study aims to understand the perspectives of supervisors on (1) work adjustments that conflict with their interests post-RTW, (2) the strategies they used to navigate these conflicts, and (3) reflections on their strategies. The Dual Concern Model was used as a framework for this study. Methods A qualitative design was employed, involving semi-structured interviews with 15 supervisors. Data were analyzed using reflexive thematic analysis. Results (1) Supervisors identified task adjustments and job changes as primary areas of conflict. (2) To manage their conflicts of interests with employees, supervisors primarily aimed for win-win solutions and compromises. Secondarily, other strategies were used, such a as dominating approach to prioritize organizational interests. (3) The majority of supervisors held a nuanced perspective on their management of perceived conflicts. Conclusions The study results cautiously suggest that supervisors play an important role in the sustainability of work changes after mental health leave.