Responsibility for personnel

Our personnel are Pihlajalinna's most valuable asset, and monitoring and responding to workers' work ability is a strategic target. Pihlajalinna monitors the development of the personnel’s wellbeing and working conditions using the eNPS (willingness to recommend) metric, sickness absence rate and work ability index.

Pihlajalinna regularly listens to its personnel. The regular personnel survey (Pihliksen pulssi) and the DEI survey on diversity, equity and inclusion help to monitor the impacts of actions and observe potential areas for development. The Group's extensive personnel survey, Pihliksen pulssi, is conducted once a year. The survey is an important tool for assessing, monitoring and developing the state and practices of the work community, as well as for dialogue between personnel and supervisors. The Pihliksen pulssi survey is supplemented by lighter mini-pulse surveys carried out at regular intervals. The results of the Pulse are used both for Group-level decision-making and development as well as team-specifically. Pihlajalinna has also used the open-ended feedback from the personnel survey as part of planning for the coming strategy period. Employee satisfaction is measured by the eNPS indicator, which is also one of Pihlajalinna’s key sustainability indicators. The eNPS for 2024 was 9.

The objectives of promoting employee wellbeing include healthy employees, a functional work community and the effective prevention of work-related illnesses. Pihlajalinna regularly assesses the content of the occupational health agreement so that it supports the work ability of the personnel in the best manner possible. Ensuring the working conditions and wellbeing, as well as health and safety of the personnel is also significant from the point of view of financial risks and opportunities. Determined efforts to promote employee well-being are reflected, among other things, in decreased sickness absences. In 2024, the sickness-related absence rate was 5.6 percent.

At Pihlajalinna, managing people's wellbeing is taken into account as part of all management. Occupational healthcare at Pihlajalinna is based on prevention and an active caring model, which involves training supervisors to address work ability issues among employees as early as possible. Pihlajalinna has an adjusted work operating model and Mental Care (Mielen huoli) services in place. Pihlajalinna has continued the development of work ability themes that began in 2023. The work has been promoted in cooperation with occupational healthcare and employment pension insurance companies. In 2024, the work ability index was 8.

At the end of the year 2024, the company had 6,493 employees and 2,145 practitioners. Key personnel indicators are reported in more detail as part of the Annual Report.

The management of occupational safety and health risks identifies work-related hazards, risks and adverse effects, and to systematically eliminate or reduce these. Working environment risks are assessed by Pihlajalinna’s units at least once a year and whenever significant changes happen. The significance to health of the identified risks is also assessed in workplace surveys conducted by the occupational healthcare function. These are carried out in five-year intervals at a minimum and whenever significant changes happen. A safety walk is regularly carried out in the locations, intended to familiarise the workers with the safety and occupational safety and health of their own workplace and its surroundings in practice.

In addition to strengthening the professional competence of personnel, Pihlajalinna will offer diverse, targeted training on topics such as diversity, living in change and modern work to its personnel in 2025. In addition, supervisors will be offered themed training courses related to work ability management, change management, giving feedback and employment relationship skills, among other things, during the coming year. The aim is for everyone at Pihlajalinna to have the necessary competence to achieve the goals and the opportunity to develop and maintain their own professional competence.

Pihlajalinna's Personnel policy can be found here. Pihlajalinna's Equality and Non-Discrimination Policy can be found here.