10+1 Statements for Employers

1. WELL-BEING AT WORK SHOULD BE A TOP AGENDA FOR TOP MANAGEMENT

Although well-being at work depends greatly on day-to-day management, and the role of immediate supervisors is of primary importance, it is essential to understand that daily management is based on the organisation’s culture. All policies and operational models for dealing with daily situations originate from top management.

2. THE PROMOTION OF WELL-BEING AT WORK IS NOT AN ISOLATED TASK

Well-being at work is an integral part of daily work tasks. It derives from efficient communications, proper work organisation, leadership skills and opportunities for personnel to have influence within the workplace. Sustained well-being at work requires more than just occasional recreational days or cultural vouchers.

3. WELL-BEING AT WORK IS BOTH A COST-SAVING FACTOR AND AN INVESTMENT IN PRODUCTIVITY

Well-being at work not only reduces the number of absences due to illness and early retirement cases, but it also promotes productivity, customer satisfaction and innovations, thereby contributing to improved overall results.

4. GET PERSONNEL INVOLVED

Although the development of well-being at work is the job of top management, it is impossible to devise more effective measures without the strong input of the personnel. Let's adopt the Swedish and Danish approach to joint discussion!

5. EQUIP SUPERVISORS WITH SKILLS AND POSSIBILITIES TO DEAL WITH PROBLEMS

The job of immediate supervisors isn’t always pleasant: they often have to help settle disputes and conflicts. Ensure that your company’s supervisors are aware of their responsibilities and authority as regards problem situations within the work community, and that they have sufficient time to discuss and solve any issues.

6. MAINTAIN AND DEVELOP THE FLEXIBLE WORKING HOUR CULTURE

Finland is a leading country in terms of the effective utilisation of flexible working hours. Flexibility has an enormous impact on well-being at work. Let’s just keep on doing what we’re doing!

7. SET GOALS, MONITOR RESULTS AND INFORM OTHERS

Everyone knows that aimless wandering leads nowhere. Set clear goals for your well-being at work development, stay on track and keep the entire organisation informed of all successes and areas of development.

8. STAY CURRENT IN A CHANGING WORLD – EVOLUTION EQUALS SUCCESS

Some corporate managers live with their head in the sand and believe that the company will continue to operate as it always has. Globalisation and digitalisation will have an increasing impact on all work communities. Let’s put our heads together to figure out how to make the most of these changes.

9. LISTEN, LEARN FROM OTHERS AND UTILISE BENCHMARKING

Well-being at work is finally being taken seriously. In fact, we’re currently talking about it a lot these days. Take advantage of this situation to learn from other companies. There’s no need for everyone to start from scratch!

10. THERE’S NO HARM IN TRYING

Not all well-being at work measures suit every workplace. Fearless trials and the proper monitoring of impacts will tell you where your focus should be.

+1 SUPPORT AND NEW SERVICES ARE AVAILABLE!

Are you the head of a small or medium-sized company that doesn't have its own HR division? Did you know you can turn to your insurance and pension company to get expert help in developing your well-being at work practices?
Why not contact us today? >

Large-scale companies, many of you have already found a successful support network for your well-being at work development. Let’s continue this successful co-operation!

Source: LocalTapiola's and Elo's survey Competitiveness from Well-being at Work

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