The demands of working life and constant change are placing an increasing strain on our mental well‑being. In Finland and globally, challenges related to mental well‑being have become a significant factor affecting people’s ability to work, which is why many organizations are looking for more sustainable ways to develop their work communities.
At Murata Finland, we want to build a safe and healthy work environment where people can enjoy meaningful work. Alongside physical safety, we have invested strongly in supporting mental well‑being in recent years. Recently, we organized training for leaders on how to support mental work ability, with the goal of strengthening their readiness to support team members also in situations where work or life feels overwhelming. The training was led by Sanna Miettinen, a coach and working life expert.
Mental Well‑Being Is Part of Working Life
Alongside physical health, each of us has mental health. Work, free time, and different life situations draw from the same resources, which is why mental strain often shows up at work as well.
Sanna Miettinen sums it up like this:
“Alongside physical health, we all have mental health. Our minds inevitably react to different life situations, which is why mental work ability is a very concrete part of our ability to perform at work.”
When mental well‑being is talked about openly and early, problems can be prevented from piling up and work ability can be supported at an early stage.
Leaders Play a Key Role
Leaders play a central role in shaping everyday working life. Trust, openness, and psychological safety do not happen by chance – they are built through small, everyday interactions and regular dialogue.
According to Sanna Miettinen, everyday conversations are what really matter:
“Most of the trust between a leader and a team member is built when work is going well and there are no issues with coping yet. When there is an open line of communication, it is also much easier to talk about more difficult topics.”
Good leadership does not mean having ready‑made answers, but being willing to pause, listen, and be genuinely present.
Early Support and Speaking Up
Mental strain is not always immediately visible. It may show up as difficulties concentrating, withdrawal, or increased irritability. This is why it is important for leaders to learn to recognize early signs, both at the individual and team level.
“At its best, the threshold for raising topics related to mental work ability becomes lower, and they become a natural part of everyday conversations – in the same way as talking about physical aches and pains.”
When issues can be discussed without fear of being labelled, it is much easier to find solutions early on.
A Culture Where It’s Okay to Talk
An open discussion culture strengthens psychological safety. When employees don’t have to hide their concerns or worry about raising them, more energy is freed up for the work itself, learning, and collaboration.
“The most important thing is to start. Even if the conversation doesn’t go perfectly at first, you can always return to it. A year from now, many things will already feel much more natural,” Miettinen encourages.
What would it be like for you to work in an environment where it’s okay to talk openly about mental well‑being?
Kirsi Nurmela
Head of Wellbeing
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