Support for well-being in change and the everyday life of hybrid work

Trends of change that will affect working life

Work and the ways of working will change and become more diverse. Leadership and organisational structures are being renewed and skills and capabilities are facing a new challenge, as we will need a completely new kind of competence and approaches in the future when old professions are disappearing and new ones are emerging. Technology and the flow of information are changing thinking and opportunities, and adapting to the new and accelerating world is a challenge for all of us.

These many different changes require the individual and organisation to have resilience, i.e. capacity for change. At the individual level, this means being able to adapt to change and thrive in new operating environments.

Similarly, a resilient organisation can maintain its functional capacity in unexpected situations, the main tasks can be completed without significant interruptions and the key operations can be restored quickly. A resilient workplace invests in leadership and a culture that values people, in cooperation at the workplace and within the entire network as well as in preparing for threats and managing continuity.

Acting as a supervisor as working life changes

New ways of working and different forms of work are situations of change, and change is always accompanied by feelings. People react to and deal with things in very different ways and, as a supervisor, it is important to ensure adequate communication and to consider what is good for me, you, us and for our work.

It is important to ensure clear structures and goals for the work. Different tasks, projects and industries require different ways of working. Not everyone needs to be at the office, whereas some work cannot be effectively performed through remote connections. Ways of working can be divided into four categories. Working together at the office, performing individual work at the office together with others, working together but physically apart or working independently through remote connections. It would be important to consider together with the supervisor these different situations and what they require of the working methods at the workplace.

The different forms of work can be divided into categories as follows:

The office is a place for cooperation – employees arrive at the office to cooperate and perform work that cannot be performed digitally or is too challenging to carry out through remote connections. Being together also supports the sense of community.

Working from home provides energy – working from home makes it easier to reconcile personal and professional life in a flexible way and saves time when there is no commuting required.

Working at a different pace supports concentration – there are many tasks in specialist work that require independent working. Work does not need to be carried out at the same time as the work of others, but everyone can decide the most suitable time and place for their own work.

Working to the same schedule supports coordination – when gathering together, it takes time to coordinate work so that everyone's work progresses at the same pace, responsibilities and actions can be mutually agreed and so that they are in line with the common objectives.

Renewing work together

It is worthwhile investing in discussions on work and the ways of working as well as reserving time and space for these discussions. Organisations with the highest productivity gains during the pandemic have supported and encouraged employees to participate in various small and engaging moments, such as brainstorming or mentoring.

Correspondingly, supervisors have been supported to pay attention to, reflect on, re-evaluate and develop the smooth flow of work and different processes. It has also been important to promote issues through experiments and learning.

Consider the importance of trust and psychological safety

Confidence and psychological safety are of immense importance for the well-being of employees and work communities. Psychological safety means that raising ideas, questions, concerns or mistakes does not lead to isolation, punishment or embarrassment at the workplace. The experience covers the employee’s opportunities to develop their activities, raise problems and present ideas for change.

Here are some tips for creating psychological safety in work communities:

• Be interested and curious about the other person's point of view and ask specific questions

• Also thank for differing opinions

• Give examples of when something has gone wrong for you

• Ask for help

• Ask for constructive feedback on your own activities

• Be sympathetic when dealing with mistakes made by others

As a supervisor, remember to take enough time for yourself and your supervisory work. Supervisory work is the supervisor’s most important task and should be prioritised over everything else. Remember to ask for help and support from colleagues, your supervisor or occupational health care. Even supervisors don’t have to cope on their own.

The article was written on the basis of a webinar held by Occupational Psychologist Marianne Kirjalainen.

Sources: Työn tuuli (1/2021). Available at:https://www.henry.fi/media/ajankohtaista/tyon-tuuli/tyontuuli_012021_a4_20210602_.pdfExternal link