Koskisen Group15.04.2014

Better-than-average employee well-being at Koskisen

Koskisen wants to invest in the work well-being.

Koskisen wants to invest in the work well-being.

The results of Koskisen’s well-being-at-work survey carried out in November were positive, but also gave some indication of areas that need improving.

The survey was carried out in co-operation with the insurance and banking services company LocalTapiola, and it covered the entire personnel. A total of 399 people participated in the survey, for a response rate of 43%.

“Overall the results are positive, although there is always room for improvement. I would have especially liked to see a higher response rate,” says Koskisen’s HR Manager, Tarja Turunen.

On the whole, the results were good and on a par with industry peers. Scores in all the main categories exceeded three on a scale from one to five. Koskisen’s employees gave the highest scores in the areas of physical well-being, control over one’s work and work-life balance. Areas in need of improvement include communication, change management and career opportunities. The employees also feel some stress.

Communication and recreation under the loop

In order to get the most out of the results, they were processed in detail by the units. Birch Products, for example, discussed the results in five teams.

“The results were reviewed by unit, and suggestions for improvement were made for each unit. Implementation of the suggestions will be followed up on annually through new well-being-at-work surveys. A clear area of improvement that came up in all the units is communication,” Turunen explains.

The units decided to address the communication issues by improving the minutes for unit meetings with the aim of improving the flow of information within units.

“All the units have room for improvement in communication. It is vital to remember to share information and be aware of the different channels and means of communication available to the units,” Markku Lähteenmäki, Director for Birch Products, points out.

Another issue that was often brought up was the reinstatement of financial support for sports and recreational activities. At the moment, support is provided through different means. During the past year, Koskisen has invested in the well-being of personnel by, for example, establishing “healthy living” groups, where employees are given tips concerning sports and exercise and healthy diet. Furthermore, a new exercise project will be launched this spring to provide the group members with a personal training plan and one-on-one coaching.

Koskisen has a strong culture of training

Koskisen’s culture of development was given extra high scores in the survey.

“We have a strong culture of training at Koskisen, and this is definitely reflected in the responses. We have provided many in-house training opportunities for employees and promoted their training also in other ways,” Turunen says.

A good example of these efforts is the Koskisen Academy starting up this spring. The Academy aims to train some twenty young talents for the board and sawmilling industries through an apprenticeship.

Turunen feels special pride in the fact that when asked whether the employees would recommend Koskisen as a workplace to a friend or relative, the replies across all units were positive.

“The employees’ strong commitment to Koskisen is evident in that we have a lot of long-standing employees on our payroll. For many of them, Koskisen is their first or second employer – and they have never looked back,” Turunen says with a smile.