Investing in employees

In addition to high-quality business premises, our key strengths include personnel who have a high level of professional competence and well-being. To support this, we invest in high-quality training and good leadership.

Investing in employees is one of our responsibility priorities, with the following components:

  • Improving professional expertise
  • Occupational wellbeing and job satisfaction
  • Safety and equal treatment of employees

Personnel development at Sponda is guided by customer orientation: training is planned based on strategy, customer and stakeholder feedback and appraisal discussions. We offer common training programmes for our personnel as well as opportunities to participate in training outside the company. We also encourage our employees to take initiative in developing their work and expertise.

Aiming for employee wellbeing and equality

We monitor job satisfaction and organisational effectiveness with the help of an annual employee survey as well as regular appraisal discussions. The progress and achievement of each employee’s personal goals is assessed with the help of appraisal discussions, customer feedback and employee surveys.

We invest in employee well-being and work fitness in many ways, including the provision of comprehensive and diverse occupational healthcare services. We also have a special well-being programme to support the work fitness of employees who have been in working life for a long time. We encourage our employees to take look after their well-being in a holistic manner; for example, by supporting their physical exercise and cultural activities.

The realisation of equal opportunities is important to us. Our key objective is to ensure that employees do not experience any unequal treatment on the basis of gender, age, religion, health or other such factors. Fair and non-discriminatory treatment applies to the entire employment relationship, from recruitment to termination.

At Sponda, the management of human resources is the responsibility of the HR Manager. She reports to the Chief Financial Officer, who is responsible for human resources at the Executive Board level.

Incentive scheme covers all employees

We use an incentive scheme that covers the entire personnel and is based on the company’s common goals and on personal annual targets set specifically for each employee.