Käytämme evästeitä tarjotaksemme paremman käyttökokemuksen ja henkilökohtaista palvelua. Suostumalla evästeiden käyttöön voimme kehittää entistä parempaa palvelua ja tarjota sinulle kiinnostavaa sisältöä. Sinulla on hallinta evästeasetuksistasi, ja voit muuttaa niitä milloin tahansa. Lue lisää evästeistämme.
According to Anna Wäck, successful working life discussions are created by openness, listening and the courage to bring out joys and successes.
Anna Wäck leads Sitowise Group’s IT service organisation in Finland, Sweden and Portugal. Last year, she was named Young Director of the Year. Wäck explains that an organisation can be guided towards success with the right kinds of discussion, even in the midst of major changes.
Openness above all. The manager should be as clear as possible about what will change, why the change is taking place and what will not change. Honesty reduces uncertainty and creates trust.
Target the message to the individual. A change situation is always a personal experience for the individual. Therefore, it is important to describe what the change means in practice and what benefits it brings to the employee.
Repeat and multiply the message. The message should be repeated on different channels so much that it starts to feel excessive. In reality, the message is only understood after several repetitions.
Listen genuinely. The work of a leader is not just talking, but also listening. Space must be given to worries, fears and feelings, and they should be reacted to. If necessary, the plan can be modified, even if the goal remains the same.
Inspire with a clear common goal. In the midst of change, people need direction. When a leader leads by example, is present and takes concrete actions, people start to believe in the common goal.
Share successes and milestones. Highlight and celebrate even the smallest progress. This strengthens motivation and commits employees to the more long-term goals.
Talk realistically. The change must not be smoothed out or hidden. Even difficult news needs to be said directly, as embellishing them eats credibility.
Be more interested than interesting. The value of a leader comes from knowing their own organisation and its people. A leader who is truly present also gets what they say through better.
Highlight joy. Public discussion about working life is often unnecessarily pessimistic. Leaders are responsible for maintaining a discussion that highlights joy, potential and successes in everyday life. This can strengthen the atmosphere of the work community.
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