Hybrid Working in Finland; What can we learn?

When I published my recent article on “Hybrid Working” in the UK, I was pleased but also surprised to be contacted by a Finnish friend who wanted to give her perspective. She explained that in Finland not only were there a high percentage of people, more than 35%, who had adopted this new way of working, but like the UK, many had started during the Pandemic and having experienced it they did not want to go back to the office full time.?

After her communication and some additional information about hybrid working that she kindly provided, I decided to investigate further.?

With some searching, which was not difficult as the Finns have taken an incredibly open and transparent approach to information sharing on the subject, my analysis indicated that there are four key “Pillars” that have made Hybrid Working such a success in Finland.?

1. Finland has a world-class digital infrastructure. This ensures that those working from their home have access to the communications and connections they need. Even in the remotest areas of the country high-speed reliable connections are the norm.?
2. They have a “Trust-Based Culture.” There is a strong emphasis on trust and autonomy, and this empowers employees to manage their work effectively. This is quite different from the UK where some managers still suffer from “productivity paranoia” when it comes to their people working from home.? ?
3. In Finland there is a focus on “Work-Life Balance". Businesses prioritise work-life balance, recognising its positive impact on employee well-being and productivity.? ?
4. The Finns have Government support for Hybrid Working. The Government have recognised the potential benefits for both employees and businesses and have introduced labour market and business reforms that make it easier for employers and employees to agree on flexible work arrangements.?

Is it any wonder then that with these Finland has managed to make hybrid working such a success? Whether this is a contributory factor in Finland being rated, yet again, as the happiest country in the world, is not conclusive, but it must help!?

However, to ensure that this success continues, managers in organisations are aware that they need to ensure that their people have the following:?

• Ergonomic Workspaces: Ensuring that remote workers have ergonomic workstations to prevent physical discomfort.?

• Robust Communication Tools: Utilising effective communication tools to facilitate seamless collaboration, such as video conferencing, instant messaging, and project management software.?

• Regular Check-ins: Scheduling regular check-ins to maintain strong relationships and address any concerns or issues.?

• Clear Expectations: Setting clear expectations and providing regular feedback to ensure accountability and productivity.?

• Data Security: Implementing robust cybersecurity measures to protect sensitive information.?

• Training and Support: Providing employees with the necessary training and support to use technology effectively.?

• Continuous Learning and Development: Providing opportunities for professional development to keep employees engaged and motivated.?

• Work-Life Balance: Promoting healthy work-life balance through flexible work arrangements and encouraging regular breaks.?

• Mental Health Support: Providing access to mental health resources to address potential issues like stress, anxiety, and isolation.?

Measurable Gains?

But a key question must be, what are the tangible benefits of hybrid working in Finland??

Their own analysis shows the following:?

• Significantly increased productivity: Many Finnish workers report higher productivity levels when working remotely, as they can focus on tasks without distractions.? ?

• Improved work-life balance: Flexible work arrangements allow employees to better balance their work and personal lives.? ?

• The attracting and retaining of high-quality talent: Hybrid work can attract and retain top talent, especially in a competitive global market.? ?

• A significantly reduced environmental impact: Fewer commutes can lead to reduced carbon emissions and improved air quality.?

So, better productivity, improved work-life balance, getting and keeping good people and an improved environment to live in, looks good to me ??.?

Finland vs. The UK?

What has been particularly interesting has been comparing and contrasting the situation in Finland to that in the UK. How the change has come about and the impact on working life are in many ways similar, but in two areas they are quite different, Government support and Trust among those in the workplace.?

UK Government Support for Hybrid Working

In April of this year the UK’s Hybrid Work Commission, with input from the Chartered Institute of Personnel and Development (CIPD), launched its report?with recommendations to the UK Government on how to get the most from hybrid working.?

Their key findings on hybrid working were:?

• The talent pool is expanded?

• Productivity is the same or better?

• Accessibility is improved?

• Well-being is enhanced?

Their key recommendation to the UK Government was:?

The Government to introduce, in consultation with businesses, a National Remote and Hybrid Work Strategy to ensure that remote working is a permanent feature in the UK workplace in a way that maximises economic, social, and environmental benefits.??

So things are moving forward in the UK, but slowly!?

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Trust in the UK workplace

Hybrid working forces us to develop new management practices, operating methods, and novel ways to use technology. But it also forces us to think about why there is a lack of trust in many UK workplaces. There are of course exceptions and the companies and organisations that have understood the importance of trust in the workplace have been able, with these new working models, to reap the rewards.?

But unfortunately, there are still far too many companies and organisations where there has been a breakdown in the trust between employers and employees. There is no easy solution to this. Perhaps when managers are faced with the opportunity to embrace a new working paradigm, they will cast aside their doubts and their skepticism, and they will learn to trust their people???

An old friend in the Judge Business School at Cambridge, Philip Stiles, said the following on trust, “trust is hard-won but easily lost, the key question is, do you trust people to do their job effectively?"??

Maybe our UK managers can learn from their colleagues in Finland about how “trust” can lead to greater productivity and happier people. I am, as always, the optimist!?

Productivity, Profitability and Organisational Performance

Lastly, it is worth mentioning that with the focus on “productivity” we must never forget “profitability” as without this companies will not survive. There is an interesting link between profit and the well-being of workers. In a recent (2023) paper by researchers from the University of Oxford and Harvard University, “Workplace Wellbeing and Firm Performance”, they concluded, “We find that higher levels of wellbeing generally predict higher firm valuations, higher return on assets, higher gross profits, and better stock market performance”.

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CODA:?

I have chosen, in this article, to pass over the “work-life balance” aspect as many of our better, more forward-looking organisations, are making this a priority, having understood the impact it can have on all aspects of their work.?

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