Work as a place of community: what unites us in a competitive world? Part I

Although we work in different industries, we have different experiences and goals, in the workplace we have more in common than you might think. Mental needs, relationships, and sense of meaning build a common foundation; for health, motivation, and community.

Common Needs: Working with Meaning, Mental Health, and Coping Strategies

In a 2023 study, conducted by BMC Public, Health La influencia de trabajo importante en la salud mental de SME en la era de COVID-19: puede mediar strategías de la relação? 462 employees of small and medium-sized enterprises were surveyed to see what is the relationship between creating meaning at work and mental health and developing coping strategies. Although the study focused on people working during the pandemic, the result was some universal evidence that meeting three basic psychological needs: autonomy, competence and relationships significantly affects employees' well-being, engagement and job satisfaction.

For the analysis of employee behavior, t was usedeorii of autodetermination/self-determination (STD), which is based on the intrinsic motivation of the human being and shows how people engage in activities that favor the management of mental problems. Central to this theory are the psychological needs of the human being such as: autonomy, competence and relativism. Each of these values affects mental health and is of great importance in building your workplace. It not only affects our efficiency as working people, but above all it allows us to take care of our mental health. These needs are common to all of us in the workplace. So let's break down each of these needs into prime factors.

Autonomy - is about our need to control our own behavior, but also decision-making. The feeling of influence on one's own agency and the ability to react to a given situation builds in us a sense of healthy separateness and the feeling that we are conscious participants in reality.

Competence - it is a continuation of the sense of agency, but also of perceiving one's own abilities and appreciating them. Of course, what matters here is where we work and whether our contribution is properly recognized and rewarded. For now, however, we are talking about needs that are universal for each of us.

Relativity (ties) - The need to belong and be in a relationship with others is an important part of mental health, because a person, to varying degrees, but needs healthy interpersonal contacts. It doesn't always have to be great friendships in the workplace. What counts is good camaraderie, partnership and respect.

Employees whose autonomy, competence and relational needs are met are more psychologically resilient, less stressed and more engaged. These are the needs and values that unite us all - it shows that despite different professional goals and plans for the future, it is the basis, the foundation of values and needs that each of us has. SDT theory is useful not only for analyzing employee behavior, but also as a tool for managers to create an environment conducive to meaningful work and good mental health.

Interpersonal relationships at work

Is the work environment like a family? Not necessarily, because we have already made it clear to ourselves that work is work and family is family, but... the fact that at work we sometimes spend more time at work than at home, what our relationships look like in the professional environment has a huge impact on us. This study shows Development and validation of the Workplace Relational Needs Satisfaction Scale (W-RNSS) conducted by the Faculty of Psychology at the University of Ljubljana in 2024. In studying the work environment and what is important for us to function healthily in it, researchers from Ljubljana used the Erskin model, which assumes that people have universal relational needs, regardless of age, context or life situation. These are the five main relational needs: 1) the need for contact (the desire for authentic, emotional contact with the other person, the feeling of being “seen” and noticed),

2) the need for acceptance (to be accepted as one is),

3) the need for care (experience of being important to others),

4) the need for recognition (the need for our efforts to be appreciated),

5) the need for autonomy and authenticity (the ability to express yourself, your opinions, emotions).

As we can see many of the needs are combined with the study from the first part of the article. The needs, which include authenticity, acceptance, contact, care, recognition, among others, are similar to those in the theory of self-determination (SDT), in which autonomy, competence, relativism are important. The quality of our relationships has a significant impact on: job satisfaction, sense of belonging, psychological resilience and well-being effectively coping with stress. After all, none of us wants to feel either rejected, left out or alone - looking at things from this perspective we can easily understand that despite, for example, different political views, we are de facto the same - people who feel and want their emotional sphere to be taken care of. This shows that even in a diverse work environment, in which we have to face people who at the first moment we see as “different”, “different” we have much more in common than it might seem at first.

Friendship at work: motivation and support

Closer relationships at work can be controversial: it is said that sometimes neutral contacts, which focus mainly on completing tasks, are better than intimate relationships in which more emotions than working together. Is it true? Let's look at one of the studies. According to a 2022 Gallup analysis The Increasing Importance of a Best Friend at Work having a “best friend” at work is strongly correlated with higher engagement, productivity, and loyalty to the company. Employees with close relationships at work are more likely to engage in the activities of the organization and are less likely to consider changing jobs. On the one hand, this sounds optimistic, and on the other hand, it should be remembered that intimacy can easily turn into a toxic dependence that can become a source of manipulation. Referring to previous studies on autonomy - it is also essential in the context of close relationships at work. Friendships at work can be very fruitful in terms of results and have a good impact on our mental health, but they also require clear boundaries that will help maintain a healthy work relationship. What was pointed out in the Gallup study is the importance of friendship especially in the coins of crises and changes that an organization is going through or when there are disturbances in the career of one of the employees - it is then that friendships can build a team and unite employees. They allow you to survive serious moments and come out of them with more strength, which is invaluable in the culture of the organization.

How to help create a work environment with a place for friendship? Tips from the Gallup study.

Leaders again play a key role - it is from their activity and example that good employee attitudes are taken. They can also give you an incentive to start relationships; in a safe and open way.

1) At work, you can take care of relationships in different ways; through short, regular contacts (e.g. video calls, joint walks or lunch) that promote conversation and bond building. If it is remote work, it is worth reserving a few minutes before the team meetings or collaborating in the form of a joint video chat. If we as employees want friendly contacts, it is important not only to have initiative, but to maintain its continuity.

2) Friendships at work are formed under the right conditions that superiors advocate for. The structure of teams, workflow, and expectations of employees can support or block such relationships. It is important that employees have the time, space and permission to socialize spontaneously. If the work takes place in the office, it is worth taking care that the space is conducive to the development of relationships. An additional advantage will be the organization of events, which can be an opportunity for a free,. non-binding exchange of thoughts and experiences.

3) The role of a leader is also based on building a culture of dialogue and communication. This communication can be, for example, regular meetings during which not only feedback is received, but also rewards and thanks. In remote work, it is useful to inform colleagues when we are available and when offline - such transparency and contact become natural when colleagues are closely related. At the same time, it establishes, the aforementioned, boundaries that are essential in a good relationship.

summary

In the world of professional competition, we still remain human; with a need for closeness, influence and recognition. Work can be a place of community if we take care of relationships, balance and mutual understanding. Even if our values, political views, origins and plans for the future differ, some things remain the same and are worth nurturing.

Sources:

1. https://www.gallup.com/workplace/397058/increasing-importance-best-friend-work.aspx

2. https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2024.1419765/full

3. https://bmcpublichealth.biomedcentral.com/articles/10.1186/s12889-023-17347-3