PERSONNEL

Skilled and dedicated personnel are the most important factor in our success.

Number of personnel at the Group

869

persons

 

 

Employee breakdown by gender: women

76

%

Employee breakdown by gender: men

24

%

Employee turnover year 2023

21.6

%

Study path provided tools for managing working capacity in daily life

Otava’s skilled and dedicated personnel are the most important factor in our success. We ensure the overall wellbeing of our employees, and create the framework for a supportive working environment that promotes equality and diversity. 

2023 was still coloured by the challenges that impacted our business.  Some companies had to make some necessary structural adjustments to ensure a good foundation for our collective success in the future. This would not have been possible without skilled and dedicated personnel who are able to adapt to change.

2023 also cemented a permanent change in the way we work – a change that had already been accelerated by the coronavirus pandemic. When multi-location work became a permanent part of daily life at Otava, we realised that we needed less office space. We have therefore given up our office in Tripla and the majority of Otava employees will now use our premises on Uudenmaankatu.

The themes covered by the study paths included working capacity management, leadership that supports mental wellbeing, and the effects of working incapacity on our business.

Promoting our employees’ personal development and education is important to us at Otava. We foster our employees’ competitiveness and labour market value by providing learning opportunities and encouraging personal competence development. Everyday learning and working with colleagues and partners both play a major role in this. Individual competence development is planned on the basis of each employee’s needs and goals. Development is supported and monitored through regular discussions that also provide an opportunity for making work more meaningful.

In 2023, all Otava companies launched study paths for their supervisors with the aim of strengthening their working capacity management skills and providing tools for managing working capacity in daily life and during changes at work.

The study paths consisted of joint coaching sessions interspaced with exercises done either alone or in small groups. The themes covered by the study paths included working capacity management, leadership that supports mental wellbeing, and the effects of working incapacity on our business. An e-learning course based on this training material is being planned for supervisors sometime in spring 2024. 

In spring 2023, Otavamedia personnel attended a series of three Pohjantähti strategy workshops. This package also covered Otava’s Code of Conduct, and example cases created by personnel were turned into a Code of Conduct for Otavamedia in the form of an e-learning course. Otavamedia employees on the digital learning path delved deeper into opportunities for harnessing artificial intelligence at work both through training and under the guidance of experts.

In 2023, Otava Publishing Company, Otava Ltd, and Suomalainen Kirjakauppa once again implemented a mentoring programme that focused on personal competence development and mutual knowledge sharing.

We measure our companies’ employee experience two to four times per year.

The results are analysed at working group level, and development measures are derived from the results and feedback.

The 2023 measurements indicate that the Otava Group’s QWL (Quality of Working Life) index stood at 74.8 per cent in the spring and 77.4 per cent in the autumn.