What kind of work we like?

This question was raised during work-wellbeing-coach training. Question was handled together and all the items were listed. After brainstorming and discussion answers were grouped under the three main points:

 1.Needs
 2.Resources
 3.Influencing

Good job fulfills all of these in positive way. Let's check these in details.

Needs. According to our discussion one main contributor for job satisfaction is that our basic needs are fulfilled. Basics needs can be divided to the low and high level needs. Low level needs are such like:
 •Permanent job
 •Pay
 •Secure environment

And high level needs like:
 •To be independent
 •To get things done
 •To be professional
 •To be with other people

This matches nicely to Maslow's hierarchy of needs.

Resources.We are satisfied with our jobs when job demands and resources are in balance, or at least in good balance. Every job has job demands and resources. Those are interacting with each others and it good understand those as a coin having job demands on one side and resources on other side. It is also good to notice that job demands are much easier to notice than resources.

Resources are physical, psycological, social and organizational factors which help to cope with work challenges. Resources boost learning and development and are usefull for achieving targets.

Resources at work are like:
 •Possibility to influence to own job
 •Clear targets
 •Career possibilities
 •Good and supportive supervising
 •Variable tasks
 •Equality and justice

Influencing. Experience that we can influence and be part of makes the feeling of control. This very important factor for work-wellbeing and job satisfaction. How and where we want to influence? Here is the list of examples:

•Content of work
•Amount of work
•Methods for implementation
•Quality
•Working times
•Work scheduling
•Prioritization
•Work improving
•Processes and practices at work

Ensuring a good work and keeping people satisfied requires attention for basic needs, resources, and ways to influence. Final question is: "Who is responsible to make this happen?".

Towards better well-being by making role skills equal

Take a look to following skills:

• Acts proactively
• Maintains own professionalism, both proffessional and social
• Supports, encourages, and takes responsibility
• Abilty to provide and receive constructive feedback
• Understands what is required from supervisor
• Maintains own ability to work; good physical condition

At the first glance these look like skills of managers with supervisor role. Yes and no, of course these fit to managers but actually these are also important skills of employee without manager/supervisor role.

There are number of books, trainings, studies, discussions, etc. about how to supervise, how to be professional manager, how make leadership better, but all of these are main from the supervisor point of view. Is this ok? Do we get success only by paying attention to manager and supervisor level? No, we do not get.

Nowadays culture of work is changing. Manager/Supervisor is not the one and only who knows everything authority, solves all the problems, and makes all the decisions. Nowadays culture is more collaborative, knowledge is spread around and it need to be gathered from multiple places. It is obvious that one person, manager/supervisor in this case, cannot have all the knowledge but it comes from supervisees.

In order to get organization working, above mentioned skills are needed from both supervisor and supervisee. More attention is needed to ensure that old fashioned "supervisor knows everything" roles are brake down and also old fashioned "I do what you command me to do"-attitudes are changed.

With this change the main cornerstone is open and continuous dialogue. It is based on equal respect between supervisor and supervisee. Skilled supervisee understands what is like to be supervisor and what is the status of supervisor and supports supervisor to carry out tasks properly. And vice versa supervisor knows well supervisee, knows her/his strengths, professionalism, capabilities, etc. and gives responsibility and possibilities to affect for example to working practices. As mentioned this requires continuous discussion with respect from both sides.

So, let's start thinking how increase skills of employees to be skilled supervisee and how increase open dialogue between supervisors and employees.

What do we get? Mostly likely motivated employees, better commitment, better well-being, positive atmosphere, ...

Present, Future, and Dreams

 

Present - Stand feet on the ground. Make feasible goals, be present and face the reality

Future - Make optional paths for the future. Ensure there are choices available for you. Think where do you want to go and what you want to be.

Dreams - Fuel yourself,  your present and your future with dreams. Let your thoughts fly and get your feet off the ground.