Työhyvinvoinnin kehittäminen
-Avain organisaation menestykseen
A healthy team makes the best decisions
Developing well-being at work starts with a vision where you can imagine a team that makes decisions as smoothly as a well-oiled machine - that's exactly what a well-being team is. But where does this team's journey to peak performance begin? Surprisingly, it starts with ourselves and leadership skills that we can all adopt.
Ask yourself, Do you really know yourself and your team members? Do you know how emotions affect decision-making in your work community? Maintaining balance—you know, that subtle skill of handling pressure while maintaining clarity and efficiency—is the key to predictability, relevance, and effectiveness.
But what happens when our conversation culture and interaction skills flourish? The statistics speak for themselves: employee satisfaction rises, customer experience improves, team spirit strengthens and work efficiency increases. This is not just a guess; it is true business alchemy.
The courage to bring out your strengths and put them to use can bring about a significant change. Employees are in a better mood towards each other, which creates a positive cycle: improved customer experience, improved team spirit and enhanced work efficiency. This way the whole company benefits. But how to achieve all this and how to promote well-being at work? Read on, because next we will dive deep into the areas of developing well-being at work.
What is the development of occupational well-being?
Työhyvinvointi on kokonaisvaltainen ilmiö, joka painottaa työelämän ja henkilökohtaisen elämän tasapainoa sekä hyvän elämänlaadun kokemusta. Se merkitsee työyhteisön hyvinvointia, tulevaisuuden näkymien kirkastamista ja hyviä itsensä johtamisen taitoja. Kun työntekijä kokee työnsä merkitykselliseksi ja näkee itsensä osana suurempaa kokonaisuutta työn tuottavuus, tyytyväisyys ja yrityksen pitovoima korostuvat. Tämän ytimessä on käsitys siitä, että työhyvinvoinnin kehittäminen on suoraan yhteydessä organisaation menestykseen.
Työhyvinvoinnin kehittäminen ja ylläpitäminen on systemaattista toimintaa, joka keskittyy yksilöiden, tiimien ja koko organisaation hyvinvoinnin ja vaikuttavuuden kehittämiseen. Tavoitteena on luoda työympäristö, joka edistää fyysistä, psyykkistä ja sosiaalista hyvinvointia, mahdollistaa henkilökohtaisen ja ammatillisen kasvun sekä vahvistaa sitoutumista ja tuottavuutta.
Kehittämistoimet voivat sisältää esimerkiksi selkeän suunnitelman, joka linkittyy yrityksen liiketoimintastrategiaan ja tukee liiketoiminnallisia tavoitteita, työhyvinvointiin liittyvien prosessien ja tukitoimien virtaviivaistamista, itsensä johtamisvalmennusta, työyhteisön vuorovaikutustaitojen parantamista sekä terveyteen ja työssä jaksamiseen liittyviä toimenpiteitä.
Työhyvinvoinnin kehittäminen edellyttää jatkuvaa arviointia, palautteen keräämistä ja toimenpiteiden uudelleenarviointia, jotta saavutetaan kestäviä tuloksia ja vastataan muuttuviin tarpeisiin ja haasteisiin.
Why is the development of occupational well-being the key to a company's success?
Well-being at work means a future-oriented, meaningful work community that functions on a sustainable basis. Its core is the productivity, job satisfaction, retention and success of the organization as experienced by the employees.
The company's success is deeply linked to the balance of employee well-being. Well-being at work, quality of life experience and self-management skills are key factors in organizational performance, innovation and long-term success.
Welfare at work is not just charity; it is an investment in the company's future. Like all good investments, it can yield substantial returns. When a company recognizes and acknowledges its responsibility for the well-being of its employees, it can improve its reputation and status as an employer.
A successful company sees the development of occupational well-being as an investment, not an expense. Well-being at work directly affects the organization's efficiency, innovation, productivity and long-term success.
For example, reducing sickness absences, increasing productivity and creating a positive work environment are just a few of the tangible benefits of developing well-being at work.
The importance of the development of occupational well-being for the company
Työhyvinvointi on nykypäivän yritystoiminnassa sekä muissa organisaatioissa yhä keskeisemmässä roolissa. Se ei ole vain työntekijöiden etu, vaan yrityksen strateginen valinta. Kun työyhteisössä panostetaan hyvinvointiin, katsotaan samalla tulevaisuuteen ja pyritään rakentamaan kestävää perustaa.
Työntekijät, jotka kokevat työnsä merkitykselliseksi ja kokevat itsensä arvostetuksi, ovat usein sitoutuneempia ja tuottavampia. Tämä heijastuu positiivisesti yrityksen tulokseen, työtyytyväisyyteen, asiakastyytyväisyyteen ja vaihtuvuuden vähentymiseen.
Työhyvinvoinnin kehittäminen vaikuttaa suoraan yrityksen suorituskykyyn, innovaatioihin ja pitkäaikaiseen menestykseen. Se vahvistaa tehokkuutta, vähentää sairauspoissaoloja, lisää sitoutumista ja houkuttelee lahjakkuuksia yritykseen.
Työhyvinvoinnin kehittämisen merkitykset korostuvat seuraavissa asioissa:
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Tuottavuus: Motivoituneet ja hyvinvoivat työntekijät ovat yrityksen menestymisen perusta. Itsensä johtamisen taidot mahdollistavat työn paremman organisoimisen ja keskittymisen tärkeisiin tehtäviin.
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Sairauspoissaolot: Hyvinvointiin panostaminen vähentää sairauspoissaoloja, ja terveyden proaktiivinen johtaminen maksimoi organisaation potentiaalin. Tämä hyödyttää sekä yksilöä, yritystä että yhteiskuntaa.
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Työhyvinvointi ja sitoutuminen: Yrityksen aktiivinen rooli työhyvinvoinnin edistämisessä lisää työntekijöiden sitoutumista ja tyytyväisyyttä.
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Yrityksen maine ja houkuttelevuus: Panostus työntekijöiden hyvinvointiin luo positiivisen kuvan yrityksestä, houkutellen parhaita osaajia liittymään joukkoon.
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Luovuus ja innovointi: Hyvinvoivat työntekijät ovat luovempia ja valmiimpia innovointiin, mikä on olennaista organisaation kasvulle ja kilpailukyvylle.
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Pitkäjänteinen menestys: Panostaminen työntekijöiden hyvinvointiin ja itsensä johtamiseen takaa yrityksen pitkäaikaisen menestyksen ja vakauden.
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Vastuullisuus: Työhyvinvoinnin kehittäminen on keskeinen osa yrityksen sosiaalista vastuuta ja kestävää liiketoimintaa. Se heijastaa yrityksen arvoja ja kantaa positiivisesti sen maineeseen ja sidosryhmiin.
Managing oneself
Self-management is an individual's ability to control his life and make informed choices. This includes the ability to set clear goals, plan to achieve them, and stay the course. In practice, it means an individual's readiness to face a changing work environment, rapidly changing tasks and constantly renewing goals.
Self-management plays a key role in developing well-being at work and a high quality of life. Self-management is not easy and developing its skills is of paramount importance. It has a positive effect on well-being at work, when employees know how to take care of their own well-being.
The working life of the future emphasizes the individual's responsibility and ability to manage their own work and career. Developing self-management skills means, above all, making choices that lead to one's own goals and flexibility in changing working life situations. This is especially important in today's rapidly changing and uncertain work environment, where changes are constant.
Time management, setting realistic goals and taking care of your own well-being are key factors in successful self-management. Companies that see the connection between workplace well-being and self-management and invest in developing both can achieve significant benefits.
Effective self-management and a good quality of life go hand in hand. When an individual manages his time and knows his goals, he can balance the different aspects of his life. This not only improves the quality of life, but also supports the development of well-being at work. Developing self-management skills is not only important from the point of view of work, but it is necessary for the quality of life as a whole.
Work well-being
Work well-being is enhanced by an environment where the entire work community feels good and operations are based on a sustainable foundation. When employees feel that their work is meaningful and see opportunities in the future, it leads to better productivity, job satisfaction and organizational staying power.
The connection between well-being at work and self-management go hand in hand. When an individual manages himself effectively and knows his goals, he can balance different areas of life and positively influence his own quality of life as well.
The skill of self-management is not only a personal competence, but has a direct impact on well-being at work. It gives the individual the tools to manage his own life and navigate complex work situations. Developing well-being at work also means continuously strengthening self-management skills, which is key in the future labor market.
A balance between work, family and free time is a key part of developing well-being at work. By focusing on balance, we can promote comprehensive well-being, which creates a positive and meaningful image of life.
Quality of life
Quality of life is a concept that is intertwined with an individual's experiences of health, social relationships, environment and well-being. It reflects how balanced and satisfied the individual is with his life.
Quality of life and well-being at work go hand in hand. We understand ourselves as a whole, where work and free time are connected. The goal of developing well-being at work is to identify this connection and ensure that work environments support improving the quality of life.
The line between working life and free time has become blurred for many people. It doesn't make sense to separate work and free time, because they influence each other significantly. Understanding the quality of life and its integration with well-being at work is therefore even more important. When employees are encouraged to take care of their well-being outside of working hours as well, they feel better and cope better at work.
Typically, a person strives for a balance between different areas of life. Work, family, hobbies and friends are all important and they influence each other. A company that supports employees to find the right balance between these can expect positive effects on well-being at work.
When an individual finds a balance between his work, family, free time and social relationships, his overall well-being improves, in other words, happiness increases. Workplaces should support this search for balance and recognize its importance in developing well-being at work.
Responsibility and the development of well-being at work
A responsible organization invests in the well-being of its employees. This creates the basis for sustainable growth, improves the company's reputation and has a positive impact on all of the company's stakeholders.
Balance in different areas of life promotes well-being, when work, family and free time are in balance, it leads to happiness and comprehensive well-being. The balance between work and free time is extremely important.
Developing well-being at work is the company's social responsibility. A responsible company sees the well-being of its employees as an investment not only in the future of the company, but also in the future of society. It promotes a positive reputation and brand, lays the foundation for long-term success, and creates an attractive workplace for potential employees and top talent.
Leading with knowledge
Utilizing knowledge is key to achieving success. Applying the principles of knowledge-based management in the development of well-being at work supports more efficient processes, the competence of supervisors and comprehensive well-being.
Decisions made on the basis of information help to optimize processes, strengthen the skills of supervisors and promote well-being at work. Cooperation with occupational health care, making decisions based on information and regular updating of skills are key factors in developing occupational well-being.
Managing with information is not just a trendy slogan. It is necessary if we want to make informed and effective decisions. The metrics enable effective organizational development, a clear direction and can demonstrate development.
Challenges of society
We have to face and deal with the changing challenges of society, which are e.g. the aging of the population, the prevalence of work burnout and the pressures brought by changes in working life. Especially for women, the risk of burnout is increasing, and remote work has brought with it experiences of loneliness, especially among young people and men.
As a society, we are at a crossroads where the risk of burnout is increasing and the experience of working-age people with their own quality of life is deteriorating. It is time for companies and organizations to take an active role in changing this direction. Knowledge-based management, which is based on facts and research, is a key tool in this work.
Company managers face challenges when balancing the well-being of the personnel and their own coping skills. This has a negative impact on well-being and productivity. Work ability is not an absolute value from zero to one hundred. The focus must be on health management instead of disease-centeredness.
Johtopäätökset
Developing well-being at work is an investment in the future! Investing in the development of occupational well-being and self-management of employees is not only an ethical choice, but also a strategic advantage. This improves the company's competitiveness, creates a foundation for sustainable growth and strengthens the positive impact on stakeholders such as customers.
A choice must be made about what the future working life will be like. We must systematically invest in well-being at work and make choices that promote the success of the organization and the well-being of employees. Close cooperation with occupational health care is outrageous. Clear cooperation plans and goals help to promote well-being at work and enhance the results of cooperation.
Pre-personnel training and personnel development: Continuous learning is important for all levels of the organization. The training and updating of skills of the entire personnel promote the development of well-being at work.
Finding a common direction: Clarifying goals, defining a common direction and participatory decision-making are the keys to improving work well-being and productivity.
Toimi nyt –Rakenna kestävää työhyvinvointia organisaatiossasi!
I help organizations to develop work well-being and competence in a business-oriented and sustainable manner.
The goal is that competence in managing well-being at work is strengthened and the understanding of its diversity and complexity increases, both from the point of view of self-management and the work community. The overall picture increases the sense of control in everyday life and the desire to develop the management of work ability.
Here are a few tips on how we can proceed with the matter:
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Best regards for well-being at work
Johanna