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A well-managed and healthy work community can benefit from multi-location work in many ways,” says Juha Eskelinen, Researcher.

Five years have passed since the outbreak of the pandemic. During the pandemic, remote work became significantly more common in order to control infections, but now the situation has gradually returned to normal. But what is the new normal?

People discuss the benefits of working remotely a lot, but the office also has its good sides.

The COVID-19 pandemic hit us unexpectedly and hard, and its effects were felt all over the world. In the fight against COVID-19, Finland chose isolation tactics; closing the borders between regions, closing down restaurants and cinemas and switching to remote working were ways to combat the virus and stop its progression. The remote work phenomenon

Industrial employees want to participate in crisis management at their workplace,” says Tiina Saari, Researcher. The 5K model provides instructions.

Artificial intelligence has the opportunity to find areas for development in occupational safety by recording so-called human factors in the risk and safety information.

An ethics expert strongly recommends experimenting with different ways of using artificial intelligence, but at the same time staying alert.

Artificial intelligence or AI has penetrated working life more extensively and faster than we could have imagined a few years ago. People have many expectations, fears and questions concerning AI. It is also linked to several risks and challenges that should be discussed at the workplace. As the use of artificial intelligence increases, questions of

Generative AI applications are still very new in working life, but their use is becoming increasingly common, especially in specialist fields,” says Professor Atte Oksanen.

Artificial intelligence is already being used in many workplaces to search for and organise information. It has enabled us to develop wellbeing at work at Posti and Foibekartano and improve occupational safety at Outokumpu’s factory in Tornio.

”Young adults’ attitudes towards such matters as responsibility are very different from those of previous generations, and this is reflected in working life,” says Post-doctoral researcher Miia Grénman.

Young adults, those referred to as Generation Z, are enthusiastic and goal-oriented. This is a generation with access to unlimited information, and its representatives can set high demands for their work and employer. But is the world of work in Finland ready to offer these rising stars the kind of responsibility and challenges they are…

When we talk about young people in working life, we often reflect on the values of the younger generation and their attitudes towards working life. How we talk about working life has a major impact on the expectations young people have at the start of their careers. We hear worrying news about young people in working

The support of the employer or an older colleague can be paramount for a young employee just starting their career. It is important to strengthen their sense of efficacy and work management skills.

The employment service company Barona has introduced an app called Frendie, which allows young employees to find friends from among their colleagues to accompany them for a run or to a movie, for example, says Janne Lindfors, Barona’s EVP.

Recruitment discrimination can be targeted against job applicants with a foreign-sounding name, but it can also be based on factors such as age and gender.

In the best workplaces, everyone is allowed to be themselves, regardless of their age or factors such as autism. Diversity benefits everyone, not just those who belong to a minority, emphasises Visa Myllyntaus, who specialises in diversity.

A woman’s age seems to be a constant cause of discrimination in recruitment – whether the woman is young or middle-aged. The law demands equality, but this is not always achieved.

Telma magazine is once again in tune with the latest changes in working life. Anonymous recruitment is already in use in many organisations, but for most of them this leap towards an equal recruitment model that benefits everyone is still ahead. Traditions are not to be cherished in this respect. Recruiters should seriously question whether,

In anonymous recruitment, factors such as age or ethnic background cannot influence the selection of interviewees. But has it increased diversity at Metsä Group, the Museum of Finnish Architecture, Design Museum or the municipality of Janakkala?

There is no workplace where emotions do not play a role. Emotions are engines that contain immense resources – and also obstacles. VTT and Skanska have had excellent results with practising emotional skills.

When we interact with other people, emotions are always present, whether we want it or not. This is also true at workplaces. A robot would be a nice colleague in the sense that they would never let emotions get in the way. However, that would also make them pretty boring. Emotions are permitted and welcome

“Electricians at the metro depot sit down and pause to reflect so that they can solve, in a relaxed atmosphere, challenges that come up in their work,” says supervisor Markku Hukka from Kaupunkiliikenne Oy.

Creativity is a vital skill in working life because it helps with innovation and problem solving. Intuition, on the other hand, helps individuals make quick decisions. Creativity flourishes in an atmosphere of trust, but is there strength left for it in the non-ending stream of digital meetings?

The theme for the year’s last Telma issue is creativity at the workplace. Telma found creativity, for example, among software developers, metro depot employees and in accommodation services. Creativity is all around us, at each workplace and in every role. That is why it should not be tied up in consecutive Teams meetings and webinars.

“Creativity is inspired by the possibility to influence the content of one’s work,” says Carolina Mansikkala, HR Manager at Scandic hotels.

“Software development requires creativity in solving problems and in finding, for the customer, the best possible solution that stands the test of time,” says Mikael von Bonsdorff, Senior Software Engineer at Monad.

“Because the entire company, including the management, is committed to icebreaker safety culture, occupational wellbeing has improved in the challenging work environment,” says Pia Broumand, Chief Security Officer at Arctia Ltd.

Appropriate shift planning can support the work ability of engine drivers, says Toni Nokkala, Engine Driver and former occupational safety and health officer at VR.

At work, we have permission to discuss challenges in all areas of life, because stress in private life affects the ability to work, says Terhi Jaakonsaari, HR Director at Solita.

Many find “work ability management” a difficult term. Once you have gotten used to people management, should you now move on to managing work ability? Once you realise that you are still managing people, the term no longer feels so complicated any more. Work ability management has direct impacts on employees’ well-being and productivity and

Work disability caused by mental health issues and musculoskeletal disorders costs billions of euros for Finland every year. High-quality management practices that promote ability to work can radically turn the trend of wellbeing at work.

Talking to the cashier can be the only social encounter for a lonely person, says cashier Ingrid Kareketo.

I am lucky, because I could turn my hobby into a profession, says Marko Anttila, who plays for the Oulun Kärpät ice hockey team.

I am a small but important part of Finnish security, says Kaarle Wasama, Lieutenant, Senior Grade, at the Finnish Navy.

Who has the most meaningful job? Perhaps a doctor or a social worker? Or a police officer or a soldier? What about teachers? This is a pointless question with no right answer. In reality, all work is meaningful upon closer examination. If some work were completely meaningless, it would not exist. From the point of

At some point of our careers, we all question whether our work has any meaning. The younger generation, in particular, pays more and more attention to the content of their work and their own opportunities to influence it. The search for meaningfulness is also challenging employers.

“In addition to in-person work, occupational nurses can occasionally work remotely these days,” says Riikka Harjula-Pyylampi, Occupational Nurse at Pihlajalinna.

“Young people make up an important part of restaurant staff, and they are also shaping the employer’s ways of working,” says Anne Kokkonen, HR Director at NoHo Partners.

The COVID-19 pandemic transformed working life to the point of no return. This is excellent news for employees, as the culture is more flexible in terms of where, when and how people work. Employers, for their part, need the ability to trust and listen to employees and find out how to make them flourish.

“Every once in a while, I go for a walk during a remote meeting, and our employer encourages it,” says Eva Koivunto from Visma.

Tristan Williams is originally from Wales but currently works in the marketing team at Vaisala. He started at the height of the COVID-19 pandemic, so the induction was done remotely.

Induction is an important part of the working relationship, particularly because it sows the seeds of commitment and motivation. This is what makes for successful induction.

Jyrki Toljander, Site Manager at TMV Service Oy, ensures that working with life-threatening forces is safe by providing careful training.

”Lahti, the European Green Capital in 2021, managed to make an energy conversion a couple of years ago and is well on its way to carbon neutrality ten years before other cities in Finland,” says Elina Ojala, the Environmental Director of the City of Lahti.

”I definitely wanted to work for a company that genuinely works to combat climate change,” says Consultant Annastina Saari from D-Mat, an expert company for a sustainable future.

”Fazer is an excellent example of how a company can prevent climate change with very concrete actions,” says Tomas Teräs, Technical Director of Fazer Bakery Finland.

There are many ways to get involved in climate action in the workplace. For example, we can develop recycling and stop brewing excess amounts of coffee. Climate change is already affecting working conditions – for instance, summer heatwaves can reduce work efficiency by as much as 75 per cent.

Timo Pinomäki, Risk Management Director of the Construction Group, quickly discovers whether or not there is a culture of free discussion in a work community.

Janne Marjamaa, a technical work teacher, finds his work in upper secondary school inspiring, although changes in the job description cause uncertainty.

The concept of psychological safety is relatively new in the Finnish Border Guard. Still, there is an increasing demand for open interaction in the work community today,” says Lieutenant Colonel Juha Kivelä.

During the coronavirus pandemic, a new way of thinking about safety has been created in the workplaces, which should continue also after the pandemic.

Digitalization is changing the role of people at work. Important metaskills are studied in innovative learning environments, such as the HyMy Village of Metropolia University of Applied Sciences.

Cyberskills, ethical behaviour, self-direction. These and other metaskills will be needed more than ever in work life in the future. Employers have to make sure that their employees keep up with the changes.

Mental health problems and concern about coping at work are on the increase among young workers. The well-being of the employees of StaffPoint, a staff rental firm, is supported at all stages of their employment relationship.

Every organization should find flexible solutions that look like their employees – solutions that help to balance work, family and leisure time. There are many possibilities and the benefits are obvious. An employee whose work is flexible, feels well and is efficient.

A modern leader can be a coach, a facilitator, or something entirely different. Keeping up with the rapid changes demands a new kind of courage from the management of an enterprise.

The coronavirus pandemic took societies and businesses around the world by surprise. The restaurant and tourism sectors were hit the hardest. Finnish restaurant owner Henri Alén knew that clear communication is vital in crisis management. Only in that way is it possible to recover from a crisis with the least damage – if it is…

The coastal region of Pohjanmaa province in North-Western Finland is known for its entrepreneurship and for its tradition of helping neighbours. Immigrants feel that this is a good place to live, in an atmosphere of equality.

The Non-discrimination Act stipulates the equal treatment of people regardless of their work task and background. How is this carried out in practice?

Kesko Corporation employs about 23 000 people in eight different countries. Detailed action models are needed for taking care of the personnel’s health and well-being. The K-Well wellness programme emphasizes that each employee can promote their own well-being.

Many ways to ensure corporate wellness have been implemented at programming enterprise Geniem in Tampere. On a bad day your workmates stay with you, on a good day thanks are given abundantly.

Fluent work, freedom of choice, grand parents’ leave, clear interaction models, a strong emphasis on the employees’ wellbeing-at-work. Creativity is not possible without trust, and motivated people provide the best customer services.