Well-being at work is a success factor
Promoting and maintaining well-being at work and working capacity are based on preventive action at Metsä Group. Our goal is to identify factors that threaten to compromise our employees’ working capacity as early as possible, take systematic measures in a timely manner and maintain good health throughout people’s careers.
Our occupational well-being services cooperate with the management, HR and supervisors.
A good place to work
The success of each employee and the entire company is based on well-being at work. Well-being at work is always a personal experience that consists of several elements: meaningful work, a smoothly running daily life and a feeling that it is a pleasure to go to work. Well-being at work depends on your physical condition, managers, supervisors, colleagues and safety at work. At a personal level, well-being is affected by illness, ageing and life changes.
When all of the elements are in place and the rules are clear, you will enjoy your work and be successful. This is the core idea behind promoting well-being at work. Our goal is that all Metsä Group employees are able to do their work well and be productive.
Healthy at work
We believe that healthy, motivated and satisfied employees are one of our success factors. We have a Group-wide model in place to support our employees’ working capacity. This model includes early support, assessments and personal working capacity plans. We seek to create a caring workplace community and ensure that all employees are treated equally.
We provide our supervisors with tools and training to identify any situations that potentially compromise well-being at work, and we encourage our employees to proactively take care of their health by providing information about stress prevention, ergonomics and the effects of shift work, among other aspects. We also support free-time activities, such as exercise and culture, in many ways.
We monitor absences and accidents through Group-wide goals and reporting. Local labour protection committees play an important role in providing training and promoting safety at work. Our local labour protection committees cover all of our employees in our key countries of operation.
Our goal is to keep our sickness absence rate below 3 per cent, which is the lowest level in Europe.
Our Healthy at Work programme aims to:
- Reduce sickness absences
- Proactively identify work disability risks
- Enhance early support at the workplace and establish our operating model
- Carry out effective, targeted measures based on proactive identification
- Effectively reduce costs related to work disability and sickness absences
Personal working capacity plan
If we detect that an employee is exposed to a health risk that is known to cause sickness absences and reduced working capacity if the risk is realised, we will prepare a personal, controlled health programme for the employee that mitigates or even eliminates the risk. Reduced working capacity or work disability can be assessed and predicted up to ten years in advance. A personal working capacity plan can include training, work arrangements and medical measures, for example.
The plan is prepared in cooperation with the employee. As a result of our proactive, performance-based operating model, sickness absences have decreased by more than half, which is also reflected in sickness absence costs.
Good experiences of short shift rotation at the Tako mill
In 2006, Metsä Group’s Tako paperboard mill in Tampere, Finland, became one of the first mills in Finland to introduce short shift rotation. The system covers all shift workers at the mill.
Experiences of the short shift rotation system have been almost entirely positive: coping at work has improved, and employees recover from night shifts markedly more rapidly than before. In addition, their social lives have become more active. Job satisfaction increases motivation, which enhances efficiency.