The City of Kankaanpää conducted a workplace well-being survey in its organization during December-January. The survey measured the workplace well-being of employees, the work community, and the organization. A total of 434 employees responded to the survey, and the response rate was approximately 75,2%.

– The results are mostly very positive. The average of most responses has increased by a tenth or two compared to the last survey. The average of none of the responses has dropped, describes the city's Director of Administration and Human Resources Anna Vanhahonko.

The survey was conducted in cooperation with the municipal pension insurer Keva. The previous well-being at work survey was also conducted in late 2021 using Keva's online tool, so the results are largely comparable with the previous survey. The results also include corresponding benchmark data from 69 other medium-sized municipalities. 

Comprehensive coverage of aspects of workplace well-being 

The well-being at work survey was divided into different areas, which included the flow of work in the work community, work tasks and personal resources, work-related feelings, work with immediate supervisors, the employer's activities, perception of the employer, and customers and cooperation.

Compared to the previous survey, the results showed an increase in, for example, the following statements: “I know I will receive support from my employer if my work ability is declining”, “Collaboration between units works well”, “I have enough time to get my work done” and “Leadership in the organization is based on openness”. It is also noteworthy that 87,7% of respondents would recommend their current workplace to a friend. This is an increase of 2021% compared to the 3,8 survey and a difference of +9% compared to the comparison municipalities.

The entire staff is involved in development work

The aim of the workplace well-being survey is to identify the current situation and, based on the results and using them as supporting material, to promote workplace well-being in a targeted and future-oriented manner. In addition to areas for development, it is important to identify strengths and hold on to them.

–Based on the results, development targets that promote well-being at work are selected. Work units consider how good practices can be maintained and how development targets can be addressed. It is essential to involve the entire staff, as everyone has both the opportunity and the obligation to develop the operations of their own work unit, emphasizes Vanhahonko.

Results of the work well-being survey for the entire city organization (PDF)

Additional information:
Anna Vanhahonko, Director of Administration and Human Resources, City of Kankaanpää, tel. 044 577 2213, [email protected]