Employees find Hansel to be a pleasant workplace

Job satisfaction is measured every 18 months. The results of the survey in the autumn of 2018 showed a clear improvement in job satisfaction. The employees praise the fact that supervisors are easy to approach and trust their teams. The employees also feel more strongly than before that their input is valued. Motivation towards one’s work and a good and energetic feeling at work have clearly increased.

Management of change is an area that needs to be developed. The employees needed more communication and more participation in changes, especially in the case of the preparation of the merger of Hansel and KL-Kuntahankinnat. In addition, the need for all employees to also address difficult issues was emphasised.

Remuneration

Hansel adheres to the guidelines on management and key employee rewards and incentives issued by the Cabinet Committee on Economic Policy. All permanent employees are included in the incentives system after a trial period. The goals for the incentives are set by the Board of Directors, and Hansel employees receive at most 15 per cent of their annual pay as an incentive. Members of the Executive Committee may receive a bonus equal to 30 per cent of their salary as compensation for exceptional performance.

In accordance with the Board of Directors’ decision, performance-related pay in 2018 was based on customer satisfaction and personal performance. The financial statements for 2018 include a provision for incentives of €740,000, excluding social insurance payments. Incentives will be paid out in April 2019. Temporary personnel are not covered by the incentive scheme, although in other respects, their benefits are identical to those of permanent employees.

Paid incentives (excluding social insurance payments)

	2018	2017	2016	2015	2014
EUR thousand	660	511	551	505	492