Emotions are increasingly emphasised in discussions about work ability, well-being at work and work life. Challenges in work life are often examined through experiences such as anxiety, boredom and stress. At the same time, meaningfulness of work and enthusiasm are considered desirable.
"There are several long-term developments behind this. For example, the rise in service and knowledge work has created a pressure to regulate and manage one’s own emotions at work in an increasingly large proportion of the working population. Interaction and emotional skills have played a more visible role. In addition, many of the emotional challenges that were previously considered part of daily life have increasingly shifted to fall within the scope of official occupational health care," says Ari Väänänen, Research Professor from the Finnish Institute of Occupational Health.
The Finnish Institute of Occupational Health’s Differentiating emotions research project identified that the role of emotions in work life and as part of work ability reflects a broader change. Emotions and managing them at work are not only an individual’s personal matter, but they are more broadly linked to the culture of work and well-being.
Emotional codes help steer operations and interaction at work
The ways of observing and recognising emotions vary between work communities. An emotional code refers to the kinds of emotional experiences and behaviours related to emotions that are acceptable and desirable in different situations. The codes guide the emotional expectations related to work, such as how work should feel or what kinds of emotions should be tolerated at work. The codes also guide the expression of emotions and the handling of emotional strain.
Differences between different codes can make it difficult for people to understand each other. For example, some employees may consider openness and sharing emotions at the workplace to be natural. On the other hand, some may find this overwhelming. Different emotional codes can be based on factors such as position at the workplace, gender or generation.
"For example, different ways of handling emotions between different generations can sometimes cause tension in work communities. Identifying these differences and putting them into words can help in reducing misunderstandings," says Pauliina Mattila-Holappa, Chief Specialist at the Finnish Institute of Occupational Health.
"The workshops organised in the research project demonstrated that the phenomenon is recognised in workplaces. The concept of an emotional code provided a way to understand an existing phenomenon that can be seen and felt in interaction and collaboration, but for which there have been no words," Mattila-Holappa continues.
Investigating the phenomenon in work communities supports a better working atmosphere and strengthens work ability
The project produced an online guide for use by work communities, which expands on the role of emotions and different ways of managing them as part of work ability and wellbeing at work. The guide includes a list of ten questions that helps consider emotional codes in one's own work community and find effective practices to support the smooth flow of work.
The online guide can be used, for example, in various work community development events as a tool for increasing understanding. At the same time, it is important to remember that individual work ability problems, inappropriate treatment, violation of basic ground rules and harassment require other measures.
"Simply recognising the phenomenon within the work community is a sufficient measure. The aim is not to classify people, but to improve mutual understanding, collaboration and the smoothness of everyday work. Different emotional codes should be taken into account in the management of well-being at work and as part of supervisory work," says Nina Olin, Senior Consultant for the Finnish Institute of Occupational Health.
Learn more
- Emotions and work ability - understand the role of emotions as part of well-being at work guide (in Finnish)
Differentiating emotions: the role of an employee’s generation and gender in their emotional experiences of work life and work ability and their management project
- Project page
- The study was funded by the Finnish Work Environment Fund and the Finnish Institute of Occupational Health.
Further information
- Nina Olin, Senior Consultant, Finnish Institute of Occupational Health, nina.olin [at] ttl.fi (nina[dot]olin[at]ttl[dot]fi), tel. +358 46 851 0497
- Pauliina Mattila-Holappa, Chief Specialist, Finnish Institute of Occupational Health, pauliina.mattila-holappa [at] ttl.fi (pauliina[dot]mattila-holappa[at]ttl[dot]fi), +358 43 824 4041
- Ari Väänänen, Research Director, Research Professor, Finnish Institute of Occupational Health, ari.vaananen [at] ttl.fi (ari[dot]vaananen[at]ttl[dot]fi), tel. +358 50 511 0530
