What to do when Finland gets exhausted in working life?

Now is the time for top management to step up in matters of workplace well-being. Work ability issues. Productivity issues. Increase in absences due to mental health issues and growth in disability pensions. Companies struggle with financial problems. The Finnish working life discussion is currently very negative. Instead of lamenting, we need to turn our attention to solutions and take actions to change the direction.

Does top management still consider work ability management as an essential part of the company's strategy? In my opinion, not enough. Success in work ability management requires data-driven leadership and active involvement from top management. In a culture where talking about well-being is commonplace, support and training are provided to supervisors, and at the same time, work ability and productivity are improved. A well-being supervisor often creates success for the organization.

Elo has identified the work ability risks of supervisors

As a work ability management expert, I get to dive into the realities of many different companies. A few years ago, I noticed signs that concerns about supervisors' endurance had arisen on the HR desks of companies. The challenges of supervisory work and the role of supervisors in work ability management emerged. The well-being of supervisors themselves was also on the agenda.

In my work, I talk a lot with supervisors. They have many stress factors in their work, but unfortunately, they also often have an excessive "superhuman" attitude. When we consider ensuring their own well-being, they are quite critical of themselves. They primarily highlight their own lifestyle and working style. Identifying work stress factors, developing coping mechanisms, and their own support needs are less discussed. As an expert, I could say that there is much to be done in these areas.

Elo's recent research offers keys to solutions. The research shows that a supervisor's good work ability and recovery ensure a well-being and productive team.

Take care of your supervisors!

The supervisor is the most important work ability manager in everyday life. However, an overburdened and poorly recovered supervisor cannot take care of the team's work ability. The results of our research are worrying. Only one-third of supervisors rate their work ability as at most moderate. One-third feel that their work ability has deteriorated in the last six months. One in five supervisors finds it very difficult to bring up concerns about their own work ability with their own supervisor.

So how can supervisors' work ability be improved? Our research highlighted the following:

1. Help them prioritize their work

2. Ensure they have enough time for leadership work

3. Develop information overload management

4. Allow them to influence decisions related to their leadership work

5. Ensure that well-being and endurance can be discussed naturally in your organization and that problems are addressed early enough.

Supervisors also need the support of their leaders

The example of top management in matters of workplace well-being is significant. If leaders do not bring up the topic, the psychologically safe atmosphere is at risk. The safer the atmosphere, the easier it is to talk about difficult issues.

Leader’s support helps the supervisor succeed in their work. Genuine and honest dialogue improves work ability.

It is important for top and middle management to ensure an early support model for supervisors as well. Supervisors need to feel that they are cared for. Too often this is forgotten, and then the supervisor may feel that their well-being is not of interest. A supervisor trained in the early support model knows to expect an early support discussion and may be disappointed if it is not offered.

Lead work ability with data and bring the issue into everyday discussions

A good leader brings work ability figures alongside financial figures. In a successful organization, well-being and work ability are managed with data. Recently, a middle management representative who attended Elo's training described it to me like this:

"I have started to think here about where the figures about people are hidden in our company. Instead, we focus on thinking about our success only through financial figures."

When work ability issues are naturally visible in the speeches and actions of the management, they become part of the management system as well as the discussion and organizational culture.

Utilize Elo's tools to ensure supervisors' work ability:

• Lead work ability with data. Elo's Pulse Meter's five different areas determine the current state of your company's work ability.
• Understand the risks and resources of supervisory work. Familiarize yourself with the solutions for supporting work ability. You can find this information in Elo's work ability knowledge bank.
• Train middle management and supervisors to become experts in work ability management. Increase understanding and tools. You can find this tool in Elo's learning environment.
• Train your supervisors and help them identify and manage their own resources and stress. You can find this tool in Elo's learning environment.

Kirsi Mäkelä

The author works as the Development Manager for Work Ability Management at Elo.