Value for employees Vaisala offers versatile opportunities for talented and motivated professionals who value work with a purpose and the possibility to develop at work. Being at the forefront of solving the most difficult challenges of our time makes it exciting to work for Vaisala. We want to improve the well-being of our employees and make sure they have the chance to develop and continuously learn something new. Purposeful work Vaisala’s products and solutions have true positive influence on the environment, societies, businesses, and individuals. Our employees value the opportunity to have an impact on some of the most critical challenges today. Sustainable and ethical behavior is an integral part of the values of both Vaisala and our employees. For example, we invest significantly in R&D, which guarantees that we can continue to respond to the issues of our time also in the future as well as grow our business sustainably. This increases the meaningfulness of working in Vaisala. Vaisala strives for annual growth. In addition to the R&D investments, we support this growth by recruiting especially professionals from the fields of software development as well as sales and marketing, for instance. We focus on good and motivating leadership, and we support supervisors and experts systematically in developing their leadership skills by organizing different training programs and courses. Our annual employee survey was conducted in January 2020. The Leadership Index remained on a good level and was 4.13 on a scale of 1–5. The key strengths of Vaisala managers are being fair and objective as well as having a positive attitude towards initiatives. The employee survey had a response rate of 87%, with answers from 1,610 employees. Well-being At Vaisala, well-being at work is regarded as a whole, including the work community, leadership, the company, and the individuals themselves. Thus well-being consists of good leadership, motivating work community, balanced workload, meaningful work, as well as a safe working environment. As preventive measures, Vaisala supports wellbeing and energy at work by supporting sports and recovery, providing occupational healthcare, and preventing problems early on. With these preventive measures, we aim to support our professionals in managing their work, ensuring recovery, and maintaining a healthy lifestyle. In Finland, we provide our personnel with sports and recreational clubs, well-being weeks, trainings on time management and recovery, as well as the opportunity to participate in a well-being analysis on stress and quality of sleep. In the United States, the Vaisala FIT program supports the wellbeing of employees. Employee well-being is measured regularly in Vaisala employee surveys. The results show that Vaisala employees find their work meaningful and they feel that they are appreciated. There is some room for development in ensuring that workloads are manageable. In 2019, Vaisala Well-Being Index score was 3.97 on a scale of 1–5 and increased a little compared to 2018. Learning and development Vaisala’s competitive strength stems from our talented, motivated, and engaged personnel. Changes in the business environment, technologies, working methods, and tools require our employees to learn and take in new things continuously. Likewise, the acquisitions from 2018 as well as the acquisition of Foreca’s B2B weather services in the fall of 2019 have enriched Vaisala with new competences and enable interpersonal learning. We support and encourage the whole personnel to actively develop and keep up their knowledge and expertise. During 2019, we launched a new Learning Management System that supports our personnel in their development endeavors in multiple ways. In the new, user-friendly learning system, we have increased especially the amount of e-learning courses and the possibilities to document one’s trainings. Vaisala’s Learning Landscape depicts principles and methods for learning. It is the foundation for all learning activities and initiatives in Vaisala. Through this framework, we emphasize every employee’s responsibility for their own learning and development. Managers play an important role in enabling and supporting learning, and it is the responsibility of all managers to plan development and learning activities together with their teams. Developing expertise and knowledge is always in line with Vaisala’s values as well as our business needs and objectives. Defining competence development needs is part of the annual People Forum process. In 2019, Vaisala Learning Index, derived from the personnel survey, was 3.84 on a scale of 1–5. Employee training costs amounted to EUR 1.89 million and averaged EUR 1,026 per employee in 2019. In 2019, Vaisala’s performance leadership model was renewed so that employees and supervisors are encouraged to discuss employees’ performance and needs multiple times a year. The aim of these discussions is to enable employees to openly bring forth their wishes and needs regarding learning and development, for example. Also mutual feedback is encouraged. Year-round performance is evaluated and discussed in a more comprehensive development discussion, held once a year.