Another method of placing the return to work process on a more un-intermittent path is involving the co-workers as they can positively or negatively affect the challenges involved in the program. The role of the co-workers is crucial in the RTW of an injured employee as they assists in smoothing out the transition, providing a sense of comfort for the injured. This behaviour of the co-worker reveals that they are a neutral partner in the process, seeing that they can make a major difference in the success or failure of the RTW program. The values and behaviors that contribute to the standard social and professional environment of an organization is considered the organizational culture which defines each organization, involving not only the relationship between the management and clientele, but the relationship between the co-workers as well.
Improving the communication with and recognition of the co-workers concerning the RTW issues benefits the process as all parties are involved and understand the goal of the program. Receiving support from their co-workers encourages those who are qualified for the RTW program but are intimidated. The injured workers in the RTW program who feel support from co-workers, are more likely to continue in the process. The organizational culture, the quality of the RTW arrangements, the relationship between the employees and the duration of the support needed in the RTW process are factors that the co-workers face in their role in the RTW program.
The organizational culture shape the employees to fit the company mission, values, ethics, expectations and goals, which affects the organization’s productivity and performance. Therefore it is important for the organization to acknowledge the co-workers contribution in the RTW program through monetary or generous payment such as extra holidays.