Talking is the key to solving challenges in work ability
For many decades, Päivi Hoikka has been working at a day care centre in Espoo taking care of children from infants to pre-primary pupils. A few years ago, her back began to act up and she was no longer able to lift toddlers as easily as before. Together with her supervisor, a work ability specialist and occupational health services, she began to explore her options regarding her work.
Päivi and Espoo’s work ability specialists Tuija Merkel and Markus Ketonen encourage people to talk about work ability and occupational wellbeing at workplaces.
“Talking openly is the key to solving challenges. When employees are used to talking about things that do work, it is also easier to bring up things that do not work,” Tuija explains.
“If your work ability deteriorates, you should ask for help early and bring up the problems with your supervisor or an occupational health specialist. Complaining about your bad back to your co-workers during breaks will not solve the problem. You must discuss the issue with people who can actually help; together you can explore different options,” Päivi says.
A person’s work ability can be supported in many ways, for example by modifying the conditions and methods of work.
“An employee may work shorter days or their duties may be reduced, for example. A few months of modified work may help you get through the most difficult phase. In terms of the employee’s wellbeing, modified work is often a better option than a long period of sick leave,” Tuija adds.
Päivi’s work at the day care centre was modified.
“Instead of taking an extended period of sick leave, I worked a shorter week. It was important for my mental wellbeing that I could continue working instead of staying at home,” Päivi says.
Keep an open mind
Sometimes it takes a bit longer to find the right solutions for work ability challenges. At first, Päivi was not able to take care of children even part-time due to her back issues.
“I enrolled as a student in Omnia and started studying towards a vocational qualification in business. During my studies, I did a six-month work try-out as a secretary. Studying at evening was hard, but my supervisor Birgitta Juselius-Eronen encouraged and guided me, and I obtained my qualification. Unfortunately, secretarial work was also too straining for my back and arms. Since early childhood education is really where my heart is, I returned to my work at the day care centre, but my work was modified. Currently, I work as the chief shop steward for early childhood education at the Finnish Union of Practical Nurses,” Päivi says.
“Work ability issues can take a long time to solve, and you should explore different options with an open mind and not get discouraged. My situation is ongoing too. You also have to have compassion for yourself. Although secretarial work ended up not suiting me, I feel I have gained a lot from my different work experiences,” Päivi says.
Good management supports occupational wellbeing
Management also has an important role in promoting occupational wellbeing.
“The staff’s work ability is maintained through timely and proactive measures, starting with thorough induction, setting targets and providing feedback,” says Markus.
“Good everyday management promotes wellbeing and prevents reduction in work ability. Up-to-date skills and a good work-life balance are the cornerstones that support employees’ occupational wellbeing and work ability,” Tuija continues.
Support for daily management is available at Suuntaamo, a service developed in Espoo, which offers supervisors tools for competence, performance and work ability management.
“The ‘fiilismittari’ pulse survey that measures occupational wellbeing on a quarterly basis is a good indicator of what is going on in a team. When work ability and occupational wellbeing are discussed regularly within a team, any problems can be detected and addressed early,” Markus says.