Käytämme evästeitä tarjotaksemme paremman käyttökokemuksen ja henkilökohtaista palvelua. Suostumalla evästeiden käyttöön voimme kehittää entistä parempaa palvelua ja tarjota sinulle kiinnostavaa sisältöä. Sinulla on hallinta evästeasetuksistasi, ja voit muuttaa niitä milloin tahansa. Lue lisää evästeistämme.
Sodankylä takes good care of employee well-being to avoid burnout. We must be able to adapt tasks to people, not the other way around,” says Mayor Jari Rantapelkonen.
”When the workplace atmosphere is good, employees feel better and nobody has to burn out. This is a fundamental of workplace well-being. That is why I am particularly pleased that Sodankylä received record-breaking good results on the working atmosphere in this year’s well-being at work survey.
Employees are our municipality’s most important asset. Each and every one of them should be genuinely appreciated and thanked whenever possible.
All of us are doing important work here – from mayor to urban planner, teacher, cleaner and engineer. We make a good team, because everyone understands that we are part of the same community and work towards a common goal.
If the workload increases for some reason, we recruit more people, even if only on a temporary basis for the duration of a project.
In Sodankylä, employees are not given unreasonably high workloads. If the workload increases for some reason, we recruit more people, even if only on a temporary basis for the duration of a project.
The workload must be human-scale. It is unrealistic to expect one person to have the time and energy for everything. We must adapt the tasks to the employees’ strengths and coping, instead of requiring the employee to meet the demands of the task at any cost.
We encourage the municipal employees to bring up their ideas and areas of development.
The well-being at work survey also showed that the employees are highly motivated. For me, the best thing is to see the enthusiasm of the employees – and that enthusiasm also affects me, because I am also one of the employees.
We encourage the municipal employees to bring up their ideas and areas of development. We take all suggestions seriously. We might reward employees for sharing their good ideas, and they can lead to changes that benefit the whole community.
For example, a solution was found to a daycare centre’s indoor air problems because an employee had picked up a good idea from Sweden, and a fitness staircase was built in the sports area based on a proposal by an employee and a vote by the local residents. The ideas can be implemented quickly. For example, a disc golf basket was mounted within a week.
I often say that the best meetings take place at coffee tables or in corridors.
I am proud of our strong community culture, but it does not come about by itself, but is built on actions, encounters and spending time together.
For example, we organise a Venetian night for our staff every year, but the celebrations alone are not enough. Even more important is to stop, talk and listen to what people have in mind. This creates genuine connections and makes our work community stronger.
I often say that the best meetings take place at coffee tables or in corridors.”
People talk about work often and everywhere – in the media, on social media, at work and at home. When we talk about work, is our tone solution-oriented and strength-focused, or do we focus on the problems? Work is one of the most common discussion topics in our daily lives. We talk about it in
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