Vaisala offers versatile opportunities for talented and motivated professionals who value work with a purpose and learning opportunities. We support the well-being of our employees and want to make sure they have the chance to develop at work.
Vaisala’s products and solutions have true positive influence on the environment, societies, businesses, and individuals, and our employees are motivated by the opportunity to solve the challenges of our time. Sustainable and ethical behavior is an integral part of the values of both Vaisala and our employees. We invest significantly in research and development, which guarantees that we can continue to respond to global issues also in the future as well as grow our business sustainably. This increases the meaningfulness of working in Vaisala.
Our annual employee survey was conducted in November 2020. The survey shows that Vaisala’s employees were engaged and proud of their work even amidst changes. During the exceptional year, many of our employees worked remotely and teams developed new ways of working to keep up the meaningfulness of their work and serve customers. The Engagement Index in the survey continued its rising curve and was 4.23 on a scale of 1–5. The survey had a response rate of 85%, with answers from 1,574 employees.
We focus on good and motivating leadership, and we support managers and experts systematically in developing their leadership skills by organizing different training programs and courses. In the beginning of the year, we implemented a new bonus model that enables managers to reward their team members immediately for outstanding performance. The feedback concerning the model has been positive, and it has provided managers with better opportunities to guide and motivate their team’s work to the wanted direction.
The Leadership Index remained on a good level and was 4.18 on a scale of 1–5. The key strengths of Vaisala managers are fairness and objectivity, ability to listen, as well as positive attitude towards initiatives.
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 well-being 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, sport and cultural benefit, 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 2020, we introduced virtual break exercises to support ergonomics and well-being: their importance was especially heightened in remote work during the year. In the United States, the Vaisala FIT program supports the well-being 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 and treated equally. There is some room for development in ensuring that workloads are manageable.
In November 2020, Vaisala Well-Being Index score was 4.01 on a scale of 1-5 and increased a little compared to the previous year. During 2020, we also conducted two personnel surveys on how our personnel experienced the changes brought by the COVID-19 pandemic. According to the results, our personnel has adjusted well. We have supported managers by organizing trainings on virtual leadership as well as communicated regularly about the changed practices, for example concerning remote work.
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. We support and encourage the whole personnel to actively develop and keep up their knowledge and expertise.
During 2020, we encouraged managers to increase virtual discussions regarding the goals, development needs and well-being of their team members. 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 November 2020, Vaisala Learning Index, derived from the personnel survey, was 3.88 on a scale of 1–5. Employee training costs amounted to 1.13 MEUR and averaged 591 EUR per employee in 2020.