What to do when there are conflicts and insecurity in the work community?

Suvi Suortamo, Senior Occupational Psychologist, explains that, according to the Finnish Institute of Occupational Health’s "How is Finland doing?" surveys, the experience of community at Finnish workplaces is declining, and up to 26% of employees are considering leaving their current job. Mental health challenges are also growing.

Research has shown that psychological safety in work communities increases employee engagement, well-being and performance as well as increases work productivity. People are now actively discussing how workplaces can develop a work community culture that promotes good mental health and well-being.

Considering this and taking action pays off, as studies show that satisfied employees are about 12% more productive than dissatisfied employees. A good work community can significantly increase job satisfaction and, thus, reduce sickness absences. For example, workplaces with a good team spirit can reduce sickness-related absences by up to 25%. The support of the work community and a good atmosphere also increase employee engagement, and engaged employees are approximately 21% more productive.

How can the supervisor know how things are in their own organisation?

Occupational psychologist Pekka Tokola says that the social functioning of the work community is reflected, for example, in the way a new employee is welcomed at the workplace or in the feelings that employees show when they come to Teams meetings. This is reflected in communication between people in the way that the same person can be prepared, withdrawn and passive in one situation and curious, helpful and enthusiastic in the other. Tokola brings up an example of a study that found that if someone brings up an idea in a meeting and nobody reacts in any way, it activates the same areas of the brain as when someone hits us with a stick. Therefore, it is not worth underestimating the importance of paying attention to others, encountering others with appreciation and communicating.

Supervisors are exhausted by the fact that they often think about how the employees are doing and what they think about current issues. Tokola points out that there is a simple and easy way to act in this situation. He encourages supervisors to ask questions, discuss and call their employees. When the discussion is actively maintained and discussions are held on both everyday and work-related matters, a connection and trust are built between supervisors and employees. If, on the other hand, the situation has escalated, Tokola urges the employee to bring the matter up with occupational health care. Occupational health care can play a diverse role in facilitating a more functional work community and work alongside it to support a better work community culture.

A good work community is in everyone’s interest

A functional and psychologically safe work community requires active people who dare to express their own views and thus build a better sense of community. Supervisors should also be open when thinking about building teams or recruiting new ones, and set an example themselves. Tokola points out that now is also a great time for companies and supervisors to think about and invest in the functionality of work communities and teams. He says that there has been a fragmentation of work communities in Finland since hybrid work increased, especially in the post-coronavirus period, but the reconstruction phase of work communities is clearly starting now and people are also going to the offices more actively to seek community and sociability.

A well-functioning work community spreads positivity and makes people feel better. Tokola is pleased that the significance of psychological safety in the work community has gained a foothold in Finland and that its significance has been understood and is being measured. Employers understand that feeling safe at work brings out the best in people. In this case, we dare to learn better and take risks. Another good thing is that the hierarchies have been lowered in organisations, which means that trust can increase with self-direction.

Compassion for supervisors and managers: are you a prisoner in your role?

Supervisors nowadays experience a lot of exhaustion. Occupational psychologist Tokola says that many supervisors or managers become trapped in their own role and feel that they need to know a lot and be invulnerable. This is due to the fact that there are expectations and pressures associated with leadership. Tokola recommends taking a more human approach and being more open about not knowing everything, which reduces the pressure on the leaders themselves.

Occupational psychologist Pekka Tokola’s tips for a better work community culture

• Positive feedback or a positive, encouraging gesture is part of good interaction.
• Discuss and consider others in a respectful manner.
• Give trust and responsibility to specialists; you don't have to know everything yourself.
• Get a trusted colleague: it would be important for everyone to have trusted colleagues at work, as this also reduces loneliness.
• Even small changes can make a big difference: expand your interaction network.
• Don't be left alone: remember that as a supervisor, you are also an employee, and your own supervisor is responsible for your well-being.
• Ask occupational health care for help with the challenges of the working environment. An outsider makes the situation more neutral and provides a safer space to reflect on how the situation has come about. In this case, it may also be easier to find an explanatory factor that can be influenced.

The article was written on 8 October 2024 based on the webinar "Yhdessä enemmän: Työyhteisön toimivuuden vaikutus työntekijöiden hyvinvointiin" (More together – The impact of a well-functioning workplace on employee well-being). You can listen to additional tips from the discussion between occupational psychologists Suvi Suortamo and Pekka Tokola in the webinar recording here (in Finnish). The webinar is part of Mehiläinen’s series calledTyöterveysyhteistyö – välttämätön paha vai mahdollisuus (Occupational health cooperation – a necessary evil or an opportunity).