How did we do it?
The success in the “Great Place to Work 2011” ranking derived from a relative simple strategy. Individuality has been the driving force of the development in Pipelife Finland where the wellbeing is acknowledged on an individual level. Additionally each individual is a member of the Pipelife family and responsible also for the wellbeing of the others.
The consistent high ranking is a result of a long-term process and several companies fell back in rankings compared to past years results, but Pipelife Finland was able to maintain its ranking.
The development has been initiated in Pipelife Finland in 2002 and is supported with several internal development programs. The Pipelife spirit is created through profound development programs like "Leadership on tour" (since 2005), “Leadership for Young Talents” (since 2008), "LifeFit" (lifestyle renovation program launched in 2009), or "Oivallus" (“Insight” program since 2005 and the Finnish equivalent for Eureka).
These programs are simple, easy to implement but create high results. For example within the “Oivallus”- program Pipelife Finland has implemented over 4300 changes that have improved our operations in every level within the company. The motivational factor is rather obvious as the source of these improvement ideas has been all members of the Pipelife Community - from the factory floor to the Top Management.
“The vision of the future is still clear for us: we want to be and we will be the Best Place to Work in the whole World" emphasizes CEO Kimmo Kedonpää. “However, the most important issue for us is not achieving this target, it is our ability to “enjoy the journey” and have FUN! Each Individual is the driving force in this success. It is all about people and therefore it is all about leadership! A human being is willing and able to motivate him/herself when he/she has enough influence over his/her daily work assignments and responsibilities in order to take care of his duties; our daily work is guided by our values as well in customer relations as in our internal relationships within Pipelife. We do focus on maintaining the trust and keeping our promises, and we also help each other, in every occasion, moment by moment, day by day. We appreciate and respect diversity, individuality and the strength that they bring to our community when combined with the desire to utilize your best skills in an excellent Team" reveals Kimmo Kedonpää, CEO of Pipelife Finland Oy.
How do they evaluate us?
The “Great Place to Work” study was organised in Finland for the 9th time in. Great Place to Work® Institute's employee-centred model has been recognized for more than 20 years as a clear, comprehensive representation of the importance of trust in creating great workplace relationships. The Great Place to Work® Institute now provides “Trust Assessments” and produces “Best Companies to Work For” lists in over 40 countries around the world, surveying over 1.5 million employees annually and working with thousands of companies to transform their workplace cultures.
The companies are evaluated in five categories: Credibility, Respect, Fairness, Pride and Camaraderie.
Check the Best Places to Work in your own country at :
The companies are ranked in the research by the survey among personnel as well as through evaluating management processes implemented in the company. Management processes are evaluated by management and HR professionals. The research method enables that the companies ranked highly by their personnel receive high rankings. The personnel survey measures credibility, respect, integrity, pride and common spirit among the company. The research method is developed originally in United States by Great Place to Work Institute and it has already history over 25 years. Its method is most widely utilized human resource research design and it is adapted globally to over 10 million people.
For more info visit at www.greatplacetowork.com