Janne Kaltiainen, VTT, Specialist Researcher
Jari Hakanen, VTT, Research Professor
Jie Li, VTM, Researcher
The development of wellbeing at work and different attitudes towards work from the time before the pandemic to late 2025 — and factors promoting wellbeing at work
Theresultsarebasedonpopulationsurveydatacollectedoverfourperiods(late2019, summer2023, summer2025 and late2025):
● AllrespondentsareworkingFinnsaged18–65, selectedrandomlyfromthepopulationregisterandthe Taloustutkimusinternetpanelandinvitedtoparticipate inthestudy.Wehaveexaminedpeoplewhoworkedduring eachsurvey.
● Researchdatafrom2019, 2023and2025 wascollectedfromdifferentrespondentgroups.Thesurveydataforsummer 2025 andlate2025 wascollectedfromthesamerespondentgroup,makingthatso-calledlongitudinal data,which combinesresponsesfromthesamerespondentsatdifferent times.
● Incaseswheretheexaminedphenomenon wasnotmeasuredinthe2019 survey,theanalyseshavebeencarriedout onthebasisofdatafrom2023 and2025.
● Theresultsofthestatisticalanalysesareweighted basedonage,genderandareaofresidenceinordertoensurethe representativenessoftheresults.
● Inthegraphs,thetriangle( )indicatesastatisticallysignificantchange (p<.05)compared totheprevioussurvey, andthearrow( )indicatesachange (p<.05)comparedtotheearliestpointintime.
Inthesurvey,the respondentswere askedtoassesswork abilityinrelationto theirlife-timebest withonequestion (Tuomietal.1997).
Apositiveemotionaland motivationalstate experiencedduring work,characterizedby vigour,dedicationand immersioninwork. Three-itemscale (Schaufelietal.2019).
Causedbyalackofstimulior challengeoftheworkortasks, andismanifestedasreduced motivation,difficulty concentratingandtime passingslowly.Threeitems (Reijsegeretal.2013).
Asyndromecausedbyprolonged workstress,characterizedby chronicfatigue,cognitiveand emotionalimprairmentand mentaldistancingfromwork,i.e., cynicism.Scalewith12itemswas used(Schaufelietal.2020).
Probable job burnout
Peopleforwhomthelightisredsufferfromsymptomsofjobburnout. Recurringjobburnoutsymptomshindercopingwithdailylifeandrequireimmediateaction inordertoremedythesituation.
Heightened risk of job burnout
Whenthelightisyellow,burnoutsymptomsoccuroccasionallyand/ortosomeextent. Peoplecanpersevereforalongtime,butnowitistimetorecognisetheproblemandtake actiontorestorewell-being.
No symptoms of job burnout
Peopleforwhomthelightisgreendonotexperiencejobburnoutandtheyarelikely doingwellinthisrespect. Nevertheless,itispossibleforthesepeopletoexperiencefatigue,stress,boredomatworkor alowlevelofworkengagement.
Source:Hakanen, J.&Kaltiainen,J.(2022)Työuupumuksen arviointiBurnoutAssessment Tool(BAT) -menetelmällä.FinnishInstituteofOccupational Health. www.julkari.fi/handle/10024/145527
WORK ENGAGEMENT
(scale 0–6)
(scale 0–6)
WORK ABILITY
(scale 0–10)
54%experienced workengagement atleastseveral timesperweek.
19%feltboredat workatleast severaltimesper week.
12/2019 6/2023 6/2025 12/2025
12/2019 6/2023 6/2025 12/2025
12/2019 6/2023 6/2025 12/2025
Workengagementhasremained unchangedcomparedtosummer 2025andlate2019.
Boredomatworkincreasedsince summer2025andremainsatahigher levelcomparedtolate2019.
Workabilitydeterioratedafterthe summerof2025andremainsata lowerlevelcomparedtolate2019.
37%ratedtheir workabilityas excellent (9or10onascale of0 10)
Burnoutsymptomsincreasedsincesummer 2025andremainsatahigherlevel comparedtolate2019.
TheshareofpeoplewhodonotsufferfromjobburnoutamongtheFinnishworking-age populationdecreasedcomparedtotheendof2019(79% → 74%).Insummer2025,an approximatelythreepercentagepointshighershareofpeople(6% → 9%)sufferedfrom probablejobburnoutthaninlate2019.
CHRONIC WORK FATIGUE
(scale 1–5)
CYNICISM AT WORK (scale 1–5)
EMOTIONAL IMPAIRMENT (scale 1–5)
Chronicworkfatiguehas remainedunchanged comparedtothesummerof 2025andpreviousstudies.
Cynicismatworkhas increasedsincethesummerof 2025andisalsoatahigher levelthaninlate2019.
Cognitivedisordersincreased afterlate2019andstill remainedatahigherlevelin thesummerof2025.
Emotionalimpairmentbecame moreprevalentforthefirst timeandareatahigherlevel thaninthesummerof2025.
UNCERTAINTY OF THE FUTURE OF ONE’S OWN WORK (scale 1–5)
CONCERNS ABOUT THE FUTURE OF ONE’S OWN WORK (scale 1–5)
POSITIVE EXPECTATIONS REGARDING THE FUTURE OF ONE’S OWN WORK (scale 1–5)
IN LATE 2025:
45% wereunable toanticipate whatwould happenintheir ownwork.
6/2023 6/2025 12/2025
6/2023 6/2025 12/2025
6/2023 6/2025 12/2025
40% ofFinns wereworried aboutwhattheir workwouldlook likeinthefuture. 16% believed theirownwork wouldimprovein thefuture.
Uncertaintyofthefutureofone’s ownworkincreasedfromsummer 2025andremainsatahigherlevel comparedtosummer2023.
Concernsaboutthefutureofone’s ownworkgrewmoreprevalent fromsummer2025andareatthe samelevelasinsummer2023.
Expectationsofone’sownwork changingforthebetterinthefuture remainedunchangedcomparedto summer2025,butareatalower levelthaninsummer2023.
treatment and being heard at work have weakened slightly since summer 2025. One in four still feel lonely.
FAIR TREATMENT AT THE WORKPLACE
(scale 1–5)
FEELING HEARD
(scale 1–5)
GENERAL LONELINESS* (scale 1–5)
6/2023 6/2025 12/2025
6/2023 6/2025 12/2025
6/2023 6/2025 12/2025
IN LATE 2025:
79% feltthat theyhad generallybeen treatedfairlyat work. 74% feltthat theywereheard intheirwork community. 25% feltlonely.
Fairtreatmentattheworkplace becamelesscommonfromsummer 2025andisalsoatalowerlevel thaninsummer2023.
Feelingheardbecameless commoncomparedtosummer 2025,butremainstillatabetter levelthaninsummer2023.
Lonelinessdecreasedinsummer 2025comparedtosummer2023 andhasremainedunchangedin late2025.
*Generallonelinessreferstotheoverallexperienceof lonelinessinlifeandthusdiffersfromlonelinessexperienced atwork,forexample(seenextslide).
social resources have weakened slightly overall, while loneliness at work has increased
Social relationships related to the work community in the population in late 2025 (the longer the bar, the more common)
Lonelinessatwork* Supportfromthesupervisor Beingheardintheworkcommunity Trustinthesupervisor Fairtreatmentatwork Trustincolleagues Supportfromcolleagues
*Lonelinessatworkreferstotheexperienceofloneliness specificallyatworkandisthusseparatefromgeneral loneliness(seepreviousslide).
Servantleadership
2,2 3,9 3,9 3,9 4,0 4,2 4,2
Decreased slightlysince summer2025
4,1
Grownslightly sincesummer 2025
People feel competent at work, but the opportunities to learn on the job, the compatibility of work and personal values and hope have slightly decreased
*Hopeisanexperience ofstrongagency: havingthedesireand meanstoachievegoals andovercome challenges.
Prevalence of job resources in the population in late 2025 (the longer the bar, the more common)
Competenceatwork
Workhasapositiveimpactonothers
Opportunitiestolearnatwork
Seeingthepositiveresultsofwork
Independentdecision-makingatwork
Hope*
Compatibilityofworkandpersonalvalues
Work-lifebalance
Otherareasoflifehaveenrichedwork
Workhasenrichedotherareasoflife
Believetheirworkwillchangeforthebetter
Decreased slightly since summer 2025
Many stressful work demands have grown, but other life areas put less strain on work than before
Workhastakenenergyfromotherareasoflife
Uncertaintyofthefutureofone’sownwork
Inflexibilityofproceduresandrulesatwork
Concernaboutthefutureofone'sownwork
Conflictingexpectationsatwork
Excessiveworkload
Cannotactinthewaytheyconsiderrightatwork
Cannotshowrealemotionsatwork
Monotonyofwork
Physicalworkload
Otherareasoflifehavetakenenergyfromwork
Prevalence of job demands in the population in late 2025 (the longer the bar, the more common)
Grownslightly sincesummer 2025
Decreased slightlysince summer2025
5.3.2026
Burnout symptoms increased among 30–45year-olds and boredom at work increased among 46–55-year-olds
12/2029 6/2023 6/2025 12/2025 WORK ENGAGEMENT (scale 0–6)
12/2019 6/2023 6/2025 12/2025 BOREDOM AT WORK (scale 0–6) 2,0 2,5 3,0 3,5 4,0 4,5 5,0
12/2019 6/2023 6/2025 12/2025 WORK ABILITY (scale 0–10)
Experienced work engagementseveral timesperweek:
• Age18—29:49%
• Age30 45:46%
• Age46 55:57%
• Age56—65:63%
Feltboredatwork severaltimesperweek:
• Age18 29:24%
• Age30—45:23%
• Age46—55:17%
• Age56 65:13%
Perceivedtheirwork abilityasexcellent(9or 10onascaleof0-10):
Workengagementhasremained unchangedindifferentagegroups comparedtosummer2025.Work engagementamong30–45-year-oldsis atalowerlevelthaninlate2019.
Boredomatworkhasincreased among46–55-year-oldssincesummer 2025.Withtheexceptionofpeople aged18–29,thelevelofboredomat workishigherinallagegroupsthanit wasinlate2019.
Workabilityhasdecreasedamong 46–55-year-oldssincesummer2025.
Age18–29 Age30–45 Age46–55 Age56–65
• Age18—29:36%
• Age30 45:37%
• Age46 55:39%
• Age56—65:36%
5.3.2026
JOB BURNOUT SYMPTOMS
(scale 1–5)
Age 18–29 Age 30–45
Age 46–55 Age 56–66
Jobburnoutsymptomshaveincreased among30–45-year-oldsand46–55-yearoldssincesummer2025.
12/2025
JOB BURNOUT RISK GROUPS Nojobburnout Aheightenedriskofjobburnout
12/2019
Probablejobburnout
Probablejobburnoutamong30–45-year-oldshasincreasedcomparedtolate2019(6% → 13%)andtheshare ofpeoplewithnosymptomshasdecreased(79% → 70%).Correspondingly,among56–65-year-olds,theshare ofpeopleatriskofburnoutincreased(10% → 15%)andtheshareofthosewithnoburnoutsymptoms decreased(84% → 74%).
Ofthecoresymptomsofjobburnout,nochangeswereobservedinchronicoccupationalfatiguecomparedto summer2025inanyofthestudiedagegroups.Cynicismandcognitivedisordersincreasedamong30–45-year-olds duringthesametimeperiod.
UNCERTAINTY ABOUT THE FUTURE OF WORK (scale 1–5)
CONCERNS ABOUT THE FUTURE OF ONE’S OWN WORK (scale 1–5)
POSITIVE EXPECTATIONS REGARDING THE FUTURE OF ONE’S OWN WORK (scale 1–5)
IN LATE 2025: Cannotpredictwhat willhappeninone’s ownwork:
• Age18 29:36%
• Age30—45:50%
• Age46—55:46%
• Age56 65:41% Areworriedabout whattheirworkwill looklikeinthefuture:
• Age18 29:36%
• Age30—45:45%
6/2023 6/2025 12/2025
Uncertaintyaboutthefutureof one'sownworkmostprevalent among30–45-year-olds.
Concernsaboutthefutureofone’s ownworkincreasedamongthose aged18 29and 46—55comparedtothesummerof 2025.
6/2023 6/2025 12/2025
Positiveexpectationsregarding thefutureofworkremainedat thesamelevelasinsummer2025.
• Age46—55:41%
• Age56 65:33%
Believetheirworkwill changeforthebetter inthefuture:
• Age18 29:25%
• Age30—45:16%
• Age46 55:13%
• Age56 65:13%
5.3.2026
6/2023 6/2025 12/2025 FAIR TREATMENT AT THE WORKPLACE (scale 1–5)
Theexperienceoffair treatmentatthe workplaceamong30–45year-oldsdeclined comparedtothesummer of2025.
Nochangeswereobservedin differentagegroupsin experiencesofbeingheardat workcomparedtothesummerof 2025. Lonelinessincreasedamong46–55-year-oldscomparedto summer2025. IN LATE 2025:
that
at
Feltheardintheirwork community: • Age18 29:73% • Age30—45:70% • Age46—55:76% • Age56 65:77% Feltlonely:
• Age18 29:32%
• Age30—45:29% • Age46 55:20% • Age56 65:19%
*Generallonelinessreferstotheoverallexperienceof lonelinessinlifeandthusdiffersfromlonelinessexperienced atwork,forexample.
The poorer well-being at work of 30–45-year-olds can be explained by fewer job
greater job demands and feeling that other aspects of life drain energy from work
Thesituationof30–45-year-oldswascomparedtoboththeyounger(18–29)andtheolder(45–65)agegroupbypartialcorrelation analysis.Studiedrespondentswhorespondedinthesummer2025andlate2025(N=2,143).Theimpactofeducationallevelwas controlledforintheanalyses.Theobservedassociationswerestatisticallysignificant(p<0.05)althoughweak(partialcorrelationsizes between0.05–0.16).
NEGATIVE AMONG 30–45-YEAR-OLDS COMPARED TO BOTH YOUNGER AND OLDER AGE GROUPS:
Otherareasoflifetakemoreenergyfrom work.
Moreuncertaintyandworryaboutthe futureofone’sownwork.
Morerigidityinpracticesandguidelines, conflictingexpectationsatworkand ethicalstress(notbeingabletoactinthe wayyouconsiderrightinyourwork).
Positiveresultsofone’sownworkless visible,feweropportunitiestolearnat workandapoorercompatibilitybetween workandone’sownvalues.
Lesssatisfiedwithlife.Lesshope.
THAT SEPARATE 30–45-YEAR-OLDS FROM YOUNGER AGE GROUPS:
Lessphysicalstrainatwork.
Lessservantleadership,trustin thesupervisorandsupportfrom thesupervisor.
Lessfairtreatmentatworkand lesstrustincolleagues.
FACTORS THAT SEPARATE PEOPLE AGED 30—45 FROM THOSE OLDER THAN THEM:
Betterself-assessedhealthandcognitive workability(abletomeettherequirements ofworkintermsofinformationprocessing andthinking).
Fewerexperiencesofcompetenceandseeing thepositiveresultsofone'sownwork.
Poorerwork-lifebalanceandworktakes moreenergyfromotherareasoflife.
Morelonelinessatworkandingeneral.
Therelationshipbetweenageandpossibleconsequentialfactorswasexaminedusingpartialcorrelationanalysis.Studied respondentswhorespondedinthesummer2025andlate2025(N=2,143).Theimpactofeducationallevelwascontrolledforin theanalyses.Theobservedassociationswerestatisticallysignificant(p<0.05)althoughweak(partialcorrelationsizesbetween 0.05–0.20).
Betterself-assessedhealth.
Morepositiveassessmentsofthe immediatesupervisor’sservantleadership, moresupportfromthesupervisorand greatertrustinthesupervisor.
Morepositiveexpectationsaboutthefuture ofone’swork.
Betterphysical(capableofmeetingthe physicalrequirementsofwork)and cognitiveworkability(capableofmeeting therequirementsofinformationprocessing andthinkingofwork).
Lessworkingwhileill.
Moreboredomatworkandburnoutsymptoms,lessworkengagementandjobsatisfaction
Positiveresultsofone’sownworklessvisibleandlessexperiencesofone'sownwork havingapositiveimpactonothers.
Lessalignmentbetweenworkandpersonalvaluesaswellasmoreethicalstress(notbeing abletoactinthewayonefeelisrightatwork)andconflictingexpectationsatwork.
Lessexperienceofcompetenceandindependenceatworkandmoretasksthatarenot challengingenough.
Morephysicalworkloadandshowingemotionsthatdonotcorrespondtotheexperienced emotions.
Morelonelinessatworkandingeneral.Lessbeingheardatworkandsocialworkability (abletomeetthesocialrequirementsofwork).
Poorerwork-lifebalanceandmoreprevalentexperiencesofworktakingenergyfromother areasoflifeandviceversa.
Employees’ work ability and future expectations have deteriorated, and job burnout symptoms have increased - no significant changes in supervisors' well-being
BOREDOM AT WORK
(scale 0–6)
12/2019 6/2023 6/2025 12/2025
(scale 0–6)
12/2019 6/2023 6/2025 12/2025 WORK ABILITY
Therehavebeennochangesinthe levelofworkengagementamong employeesorsupervisors comparedtolate2019andthe summersof2023and2025.
Boredomatworkamongemployees isatahigherlevelthaninlate2019. Supervisors'levelofboredomat workhasremainedunchanged.
(scale 0–10) Employee Supervisor
Atotalof53%of employeesand 58%ofsupervisors experiencedwork engagementatleast severaltimesper week.
Atotalof20%of employeesand12% ofsupervisors experienced boredomatworkat leastseveraltimes perweek.
Employees'workabilityhas decreasedcomparedtothesummer of2025andlate2019.Supervisors’ workabilityisataweakerlevelthan inlate2019.
Atotalof37%of employeesand38% ofsupervisorsrated theirworkabilityas excellent(9or10ona scaleof0–10).
5.3.2026
SYMPTOMS OF JOB BURNOUT
(scale 1–5)
6/2023 6/2025 12/2025
Symptomsofjobburnouthaveincreased amongemployeesandsupervisorssince theendof2019.
Belongingtotheclassofprobablejobburnouthasincreased(3% → 9%)amongsupervisorscomparedtolate 2019.Theshareofprobablejobburnoutamongemployeeshasalsoincreasedduringthesameperiod(7% → 10%),andtheshareofemployeeswithnosymptomsofburnouthasdecreasedcorrespondingly(79% → 74%).
CHRONIC WORK FATIGUE (scale 1–5)
Nochangeswereobservedinchronicworkfatiguecomparedto summer2025.Employees’cynicismhasincreasedsincethesummerof 2025,andtheyarealsomorelikelytoexperiencecynicismcompared tosupervisors.
Nochangeswereobservedin cognitivedisorderscompared tosummer2025.
Emotionalimpairmentgrew moreprevalentamong employeessincesummer2025.
(scale 1–5)
6/2023 6/2025 12/2025
Employees’experiences offairtreatment declinedfromthe summerof2025.
6/2023 6/2025 12/2025
6/2023 6/2025 12/2025
IN LATE 2025:
Atotalof79%of employeesand80% ofsupervisorsfelt thattheywere generallytreated fairlyatwork.
Supervisors'experienceofbeingheard grewlessprevalentcomparedto2025, butremainsatahigherlevelthanthat ofemployees.
Nochangeswereobservedin theexperiences ofloneliness comparedtothesummerof 2025.Employeelonelinesshas decreasedsincesummer2023.
Atotalof73%of employeesand 79%ofsupervisors felttheywereheard intheirwork community.
Atotalof22%of employeesand25% ofsupervisorsfelt lonely.
*Generallonelinessreferstotheoverallexperienceof lonelinessinlifeandthusdiffersfromlonelinessexperienced atwork,forexample.
IN LATE 2025:
UNCERTAINTY ABOUT THE FUTURE OF ONE’S OWN WORK
(scale 1–5)
6/2023 6/2025 12/2025
Uncertaintyaboutthefutureofone’s ownworkdecreasedamong employeessincesummer2025,andis alsomorecommonamongsupervisors thaninsummer2023.
CONCERN ABOUT THE FUTURE OF ONE’S
POSITIVE EXPECTATIONS REGARDING THE FUTURE OF ONE’S OWN WORK
(scale 1–5)
Employeeswereslightlymore concernedaboutthefutureof theirworkcomparedwith summer2025.
6/2023 6/2025 12/2025
Nochangeswereobservedin employees'andsupervisors' positiveexpectationsregarding thefutureoftheirwork comparedtosummer2025.
Atotalof47%of employees and38%of supervisorsare unabletoanticipate whatwillhappenin theirownwork
Atotalof41%of employees and31%of supervisorsare concernedabout whattheirworkwill looklikeinthefuture.
Atotalof15%of employees and22%of supervisorsbelieve theirworkwill improveinthefuture.
Theconnectionbetweenasupervisoryposition(cf.non-supervisors)andpossibleconsequentialfactorswasexaminedusing partialcorrelationanalysis.Studiedrespondentswhorespondedinthesummer2025andlate2025(N=2,143).Theimpactof educationallevelwasstandardisedintheanalyses.Theobservedassociationswerestatisticallysignificant(p<0.05)although weak(partialcorrelationsizesbetween0.04–0.15).
Moreindependence,learningopportunitiesandseeing thepositiveresultsofone’sownwork.
Lessconcernanduncertaintyaboutthefutureofone’s ownworkandmorepositiveexpectations.
Lessrigidityofoperatingmethodsandrulesatworkand physicalstressaswellasgreatercompatibilitybetween workandpersonalvalues.
Moreexperiencesofbeingheardinthework community.
Lessboredomatwork.
Moreexperiencesofworkenrichingotherareasoflife.
Morehope.
Excessiveamountofworkmorecommon.
Moreworkaddictionandworkingwhileill.
Moreshowingfeelingsatworkthatdonotcorrespondto thefeelingsexperienced.
Lesssupportfromcolleaguesandsupervisor.
Aweakerwork-lifebalanceandmoreexperiences ofother areasoflifetakingenergyawayfromwork.
Studiedstatisticaltemporalcorrelationsbetweentheamountofremoteworkreportedinsummer2025andpossible consequencesmeasuredinlate2025.Studiedrespondentswhorespondedtobothsurveysandworkedatleast 10%oftheirworkinghoursremotelyinsummer2025andlate2025(n=962).Theimpactofeducationallevelwasstandardisedin theanalyses.Theobservedassociationswerestatisticallysignificant(p<0.05)althoughweak(partialcorrelationsizesbetween 0.06–0.17).
Lessphysicalworkloadandperceived excessiveworkload.
Fewerexperiencesofhavingtoshow emotionsatworkthatdonotcorrespondto realemotions.
Lesschronicworkfatigueandworkaholism.
Abetterexperienceofwork-lifebalanceand fewerexperiencesofworktakingenergy awayfromotherareasoflife.
Fewerexperiencesthatworkhasapositiveimpactonotherpeople’slives andperceivingthepositiveresultsofworkless.
Lesstrustincolleaguesandsupervisorandlesssupportfromcolleagues.
Morelonelinessatworkandingeneral.
Fewerexperiencesofbeingheardintheworkcommunityandpoorersocial workability(abletomeetthesocialrequirementsofwork).
Lessfairtreatmentatworkandmoreexperiences thatworktasksarenot challengingenough.
Lesscompatibilitybetweenworkandpersonalvaluesandfewerexperiences ofcompetenceatwork.
Lessworkengagementandmorecynicismatwork.
Alessereffectofworkenrichingpersonallife.
● Although thedatasetsarerelativelyextensive(between1,567 and3,631 respondents),therespondentgroupsmay havebeenselected.Forexample,peoplesufferingfromchallenges withwell-beingcouldhaverespondedtothe surveylessormoreoftenthanothers.
● Thatiswhywecompared allstudiedassessmentsofworkandwell-beingatworkfromsummer2025(51factors)and backgroundinformation(8factors)intwogroupsofrespondents:thoseemployed, whoresponded1)onlyinsummer 2025 (n=1,676) and2)alsolate2025 (n=2,143)
● Wefoundonlyminordifferencesbetweentheserespondentgroupsin9ofthe59examinedfactors.
● Participationinthefollow-upsurveywasslightlymorelikely(p<0.05)amongthosewhoexperiencedslightlymorechronicwork fatigue,physicalworkload,andslightlypoorerworkability(theabilitytomeetthedemandsofinformationprocessingandthinking atwork)andbalancebetweenworkandotherlifeinthesummerof2025.
● Inaddition,blue-collaremployees(comparedtolowerandupperwhite-collaremployees),peoplewithalowerlevelofeducation andthoseinfixed-termemploymentrelationshipswerealsoslightlylesslikelytorespondtothefollow-upsurveysthantheir comparisongroups.
● Sincethedifferenceswerequitesmallandonlyconcernedtheabove-mentionedvariablesofthosestudied,the observedslightselectionofrespondentsisunlikelytohaveasignificantimpactontheconclusions.
JobburnoutamongFinnshave slightlyincreasedand boredomatworkhasalso increased.However,work engagementhasremainedatits previouslevel.
Thesocialresourcesofthe workplacehaveweakenedatthe sametimeasdemanding requirementsofworkandconcerns aboutthefutureofone’sworkhave increased.Although work-related lonelinessisbecomingincreasingly common,therearestillplentyof socialresourcesexperiencedatwork.
Burnoutsymptoms haveincreased among30–45-year-olds. Theyhave higherjobdemandscomparedto otheragegroupsandfewerwork resources.Youngeremployees experiencemoreservantleadership comparedwitholderpeople.
Supervisorsareburdenedbyan excessiveworkloadandalackof support,andtheexperienceof beingheardhasdeclined.
Approximatelyoneinten supervisorsandemployeessuffer fromprobablejobburnout.
Employees'experienceoffair treatmenthasdeterioratedand concernsaboutthefutureof workhaveincreased.
Workengagementandboredom atworkremainunchanged, but employees’workabilityhas declined.
Remoteworkhasfewerstressfactors andlessworkfatigue,butalsofewer socialresourcesandlesswork engagement.Thus, remoteworkis associatedwithbothlessnegative spilloverofworkintootherareasoflife andlesspositivespilloverofworkinto otherareasoflife.
TheMentalHealthToolkitcontainsfreetoolsandmaterials:
Mental Health Toolkit (ttl.fi)
Oneofthetoolsisthe"Howareyoufeeling?"well-being atworktest,whichhas helpedover150,000Finnsassesstheirownwell-being atwork: How are you? -well-being at work test (ttl.fi)
AnotherexampleoftoolsistheOccupationalBurnoutTrafficLights-amappingtool forworkcommunitiesthathelpstoassesstheriskofjobburnoutattheorganizational level: Occupational Burnout Traffic Lights mapping tool (ttl.fi)
Theassessmenttoolusedinthestudyofoccupationalburnoutsymptomsisfreelyavailable (inFinnish):
Occupational burnout assessment using the burnout assessment tool (BAT) method (julkari.fi)
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information and previous results: