Attractive Municipal Workplaces – Strengthening and Developing the Leadership and Employee Engagement of the Future

In today’s rapidly changing working life, leadership is becoming increasingly important, not only for managing operations, but for creating a work environment where both employees and interactions with citizens can develop. Research clearly shows that successful organizations are characterized by committed and motivated leaders who, together with their employees, create a positive and productive workplace. Active and developmental leadership is crucial for promoting well-being and collaboration at work. Communication between leaders and employees affects both the work environment and individual well-being. Leaders’ own working conditions are also important for enabling them to practice developmental leadership. This requires proactive employers who provide opportunities for leadership development.

Our previous studies confirm that engaged leaders not only strengthen team cohesion but also contribute to an improved work environment and better employee health. Despite this, there is still limited research on how developmental leadership concretely strengthens employee engagement, particularly within the Swedish public sector. At the same time, many municipalities and regions are actively investing in improving both leadership and employee engagement, with varying results. It is therefore important to continue developing and disseminating knowledge about the role of leadership, so that we can build organizations where both leaders and employees are given the conditions to grow—for the benefit of the organization and for citizens.

As part of the project, scientifically grounded work will also be undertaken to develop valid instruments for monitoring managers’ and employees’ attitudes and engagement in the workplace. Currently, the tool for Sustainable Employee Engagement (HME) developed by the Swedish Association of Local Authorities and Regions (SKR) is being applied. Members of the research group have previously examined the validity of the HME tool and now intend to take the next step in the validation process in order to further develop the instrument. This approach will also incorporate the perspective of communicative leadership.

The main objective of the project is to deepen the understanding of how different methods for strengthening and developing leadership can improve leadership, employee engagement, and the willingness to work within municipal operations. Through an evidence-based approach, the project aims to contribute to the development and strengthening of leadership development methods. The results of the project will be used as a basis for developing and improving leadership development within the studied organization. In addition, the project will provide valuable knowledge to managers and HR departments regarding the actual effects of investing in developmental leadership.

Several different methods are used in the project to create a deeper understanding of the relevant research questions. Based on focus group interviews, individual interviews, and initiatives linked to student theses, the material will be analyzed using content analysis and thematic analysis. The quantitative analyses are based on the municipality’s own measurements of sustainable employee engagement as well as the social and organizational work environment. This is complemented by questions directed at managers, mapping their perceptions and evaluations of the intervention and their working conditions.

The project is relevant to all stakeholders involved. Strengthening leadership is of strategic importance to the municipality, as it improves both employee engagement and governance within the organization. The studied organization includes nearly 80 different professional groups, many of which represent shortage occupations, increasing the need for well-developed leadership. The results of the project will also provide valuable knowledge that can be used by other public organizations and societal actors. For Mid Sweden University, the project contributes to strengthening occupational health and work psychology research and increasing its visibility. Furthermore, the project generates knowledge for implementing improvement measures related to employee engagement, leadership, and validated tools to study these areas within Mid Sweden University’s own operations.