Good leadership and supervisory work has been proven to have a direct impact on staff motivation and wellbeing in the workplace and, consequently, the entire organisation’s productivity and customer satisfaction. High-calibre supervisory work also covers performance and wellbeing management, which are vital for good, profitable growth.
At Digia, coaching leadership is part of both competence development and target-oriented performance and wellbeing management. We continually strengthen our supervisors’ skills through a variety of training programmes. In 2016, we focused on improving the quality of supervisory work by arranging three long-term supervisor training programmes in collaboration with an external partner. We adopted a coaching leadership approach to support the many facets of a supervisor’s role. Our themes were: the challenges of supervisory work, leadership profiling, motivation and self-management, building a top team, generating motivation, and emotional intelligence as a leadership tool. The training programme as a whole also focused on effective communications, which are one of the most important elements of supervisory work. We also supported our supervisors’ capacity to cope at work with the aid of training organised in collaboration with our insurance company and occupational healthcare.
We saw clear developments in wellbeing management during the year. Digia invested in supervisor training, reporting transparency, and effective practical cooperation between supervisors, HR services, our insurance company, and occupational healthcare. Our combination of wellbeing management and good supervisory work seeks to strengthen target-oriented performance management. Target-oriented performance management can have a favourable impact on employee commitment and the leadership experience. During the year, we introduced new ways of achieving targets, such as using wellbeing management benchmarks to support knowledge management; cooperation between supervisors and occupational healthcare during routine management; and preventative measures against mental overload.
Communications play an important role in routine management, and Digia made even greater use of social media channels in 2016. Yammer has been in heavy daily use, as it is a good channel for online teamwork and group communications, and also for reaching a larger audience. The Intranet’s HR services page was updated in terms of both content and look-and-feel to better meet the needs of our growing organisation. Our monthly HR Info briefings are an important regular channel through which we can work with supervisors to mobilise operative HR matters throughout the organisation.
In 2016, we continued to develop our HR system (Sympa HR) to better meet Digia’s needs. Thanks to this system, up-to-date information about employment contracts is more readily available to both supervisors and employees. Sympa HR provides valuable information on the breakdown of personnel by job title and career path. This information can now be harnessed more effectively in, for example, recruitment and task rotation. Key HR figures are transferred from Sympa HR to the Qlikview reporting system, providing supervisors with up-to-date figures and a better overview of routine management.
Regular codetermination meetings are organised about once a month with the aim of further improving employer-employee cooperation. In 2016, we drew up an annual codetermination reporting schedule for keeping shop stewards informed about key HR figures and statistics relating to social responsibility and collective agreements.