Tapiola and the women leaders of Finland

He described a new project in Finland, called Työssäinnostumisen Hanke or “Enthusiasm at work”. In support of this project Tapiola Pensions joined forces with the Finnish Institute of Occupational Health, Outokumpu Group, Sitra, the Ministry of Employment and the Economy, Vates Foundation, Maintpartner and Mobile Spa. The goal of the project is to encourage enthusiasm and a positive atmosphere in the workplace, either by creating an inspirational setting or one that fosters creativity. Other interesting topics presented were “Responsible Investment Strategies for Pensions” by Jonna Ryhänen from Eläke-Tapiola and “Responsibility and Responsibility Promises of Tapiola Group” by Anu Pylkkänen, Director of Community Relations and Responsible Corporate Activity.

One of the highlights of the event was the presentation entitled “Lead your own wellbeing at work” given by Sanna-Mari Myllynen, Senior Manager of Leadership and Wellbeing at Nokia. The starting point of the presentation showed how the wellbeing of employees leads to a company’s growth and profitability. Managing your own wellbeing at work Support from senior leadership and management is seen as the most important determinant of an employee’s success in promoting his/her wellbeing at work. In today’s business environment, leadership of people is changing due to global and virtual organisations, new generation joining workforce with new expectations and the new challenges and new needs in work capabilities.

Employees today are facing several new demands, such as huge amounts of information, continuous search and understanding of new information, need for interpersonal and intrapersonal skills. In addition, an employee is expected to work in new ways within a virtual workplace and 24/7 global business. There is also the requirement to be able to work alone, in a group, as well as within a network. Problems are also created by working from home/other locations and work spilling into free time when managing the personal life – even for employees with flexible and remote working possibilities. What then motivates employees and creates wellbeing at work? Internal motivation is crucial when motivating experts to work effectively and supporting engagement and wellbeing at work.

Four points have been identified in internal motivation: 1. 2. 3. 4. Autonomy – enough power and responsibility within the job Competence – possibility to use own skills and capabilities and a possibility to further develop Intimacy – being a part of a group and being important in the group Contribution – Possibility to influence the job and see the results of the job Balancing work with Life Economy and Money Family and Friends Hobbies and Fun Any other thing important to you Career and Work Sports and Exercice It is also crucial for employees facing the new challenges at work to find an appropriate work-life balance. A happy and balanced life enables a person to also focus on wellbeing at the office which leads to better productivity.

The LifeCircle diagram shows the different parts that need to be balanced. The circle has limits (the grey arrows), that represent a person’s time available for leading their life. The example circle here is typical to a person whose work is starting to spill over, i.e. taking more time than actually is available for it, and therefore crossing the line of the grey arrow. However, the time has to come from somewhere, and it is shown in practice that it is typically first taken from time that should be dedicated to sports and exercise. This of course, has a direct link to our GEB business – we would like to insure healthy and happy employees who have time for exercise! What does your LifeCircle look like?