6 ways to lead the mood

I have previously written about why atmosphere matters when talking about execution. (Atmosphere is work culture) My friend Joshua, on the other hand, brought up in relation to strategy work (Strategy or tragedy) the central role of communication in achieving the goals. I want to continue talking about the mood, and in order to make my communication about the topic successful, I will use a few sentences to describe what the word mood brings to mind for me.  

Let me say right away that I don't have a precise definition to give. The atmosphere is not a concrete, clearly defined thing. The catchphrase is there feeling. The atmosphere is somehow related to what we feel in a certain place and situation, among certain people. The atmosphere is very often related to environmental factors, but in this context I am primarily talking about the atmosphere of interaction between people. Words could be used as synonyms for it atmosphere or vibes.  

For example, the atmosphere of a meeting can be energetic and inspired, on the other hand, bored, sometimes even freezing. It goes without saying that the participants leave these different meetings in different emotional states – possibly motivated from the first, numb from the second, perhaps scared from the third. Emotions shape mood, and mood shapes feelings. The atmosphere is not constant, but is shaped by the people and the feelings they bring to the situation, which are reflected in our gestures, our being, our voice and our words. An acquaintance of mine put it amusingly: "Each of us creates a good atmosphere in the work community. Some when they arrive, others when they leave." 

Mood culture is part of the culture of the work community. It is formed when certain feelings occur repeatedly and permanently in a community. It covers, for example, the quality of relations between employees, management style, and behavior in accordance with the values and norms of the work community. Atmospheric culture affects how people feel in the work community, and the atmosphere with which they do their work.  

The atmosphere in the workplace can be managed in many different ways, and the most important thing is to create an atmosphere where employees are comfortable, and where there are as few factors as possible that limit or disturb their work.  

You can lead the mood in the following ways, for example: 

1. Building trust: Trust is a basic condition for a good atmosphere. If there is mistrust between people and between employees and the organization, it is almost impossible to build a long-lasting good atmosphere. Trust strengthens positive feelings, such as feelings of control, safety, acceptance and belonging.  
2. The foreman is an example: The supervisor and the manager should themselves act as an example of how to behave and act in the work community. This can include, for example, a positive and encouraging management style and open and fair interaction with employees. 
3. Listening: Employees' opinions and thoughts are important, so it is essential that their voices are heard and that they are listened to. Listening must also be genuine, and lead to real effects. This can help create an interactive and open atmosphere in the work community. 
4. Strengthening the values and norms of the work community: The work community should have clear values and norms according to which everyone works. It is best if these values are verbalized together with the employees, and real stories from the work community are sought to support them. Values are not just a list of beautiful words, but ideas that guide actions, to which everyone commits.  
5. Consideration of the work environment and work tools: The work environment and work tools should be such that they support and do not hinder work and comfort. Safety, functionality, cleanliness are the keywords for a work environment and work tools that create a good atmosphere.  
6. Rewarding and recognition: Thank you goes a long way. Paying attention to good work performances and telling stories about them build a good spirit in the community. At the same time, through them you can, for example, describe activities in accordance with the values.  

You can't glue the atmosphere on with raptures or catchphrases, but building it is a long-term job. If you want to discuss how, for example, management and supervisor work can improve the way we work together, get in touch!