WELL-BEING SIUN SOTE EMPLOYEE PROJECT: Developing Personnel Management in Times of Change

In the North Karelia Welfare Area - Siun sote, new tools have been created to support leadership during periods of renewal. In Siun sote, the ”Well-being Siun sote Employee - A Critical Success Factor” project was launched in the autumn of 2021, with the aim of creating a structure for renewal management and support model for Siun sote.

TEXT: SIUN SOTE | JUULIA HIRVONEN

During the project, a principle of renewal management was established to support structured management during periods of change. The purpose of this principle is to assist in considering how people should be led in the planning and implementation of renewal. The principle supports the competence, participation, collaboration, and well-being of the staff in line with Siun sote’s strategy.

”At the core of the principle is the participation of the staff in periods of change. The goal is that changes will be made more and more together. This also increases the well-being of the staff amidst continuous change,” says Work Well-being Specialist Outi Kuningas.

The framework for the principle of renewal management was created as a result of discussions with immediate supervisors, multidisciplinary workshop work, and experiences gathered during pilot implementations.

”Supervisors who participated in the pilots found value in the insightful questions as support for the planning of the renewal. It’s easier to articulate the renewal and anticipate discussions with the staff when you’ve considered the renewal from multiple perspectives. Additionally, anticipating possible resistance to change and planning staff involvement support supervisors in managing the renewal,” reflects Kuningas.

HelpDesk Discussions for Supervisors as Support for Renewal Management

The principle of renewal management was embedded through HelpDesk meetings in change management, which were targeted at supervisors or entities planning the renewal. A total of nearly a hundred HelpDesk discussions were held. The discussions were based on the principle of renewal management, but the topics and needs varied from one work community to another.

”HelpDesk discussions proved to be a fruitful way to utilize the insightful questions in the principle. Through the discussions, supervisors were able to experiment with the principle in concrete change situations with support,” says Kuningas.

The insightful questions in the principle of renewal management guide supervisors in strengthening motivation, ensuring sufficient competence, and confirming supporting structures and resources to ensure the success of the planned renewal.

”The tool is used to consider the benefits of the renewal. Renewals should always start with identifying the customer’s needs. Customer based approach has been most important from the get go,” explains Kuningas.

The principle of renewal management has been considered a valuable support in planning renewals and has increased discussions within work communities. The tool has also been implemented in Keva’s learning environment.

”As part of the project, a survey was conducted for supervisors who participated. The majority of respondents felt that the encounters related to the project had an impact on how much discussion takes place about the effects of the renewal within the work community. Shared discussions have increased in work communities, which is significant,” says Kuningas.

The Continuous Learning Center of the University of Eastern Finland acted as an important partner in the project. Arttu Puhakka and Pauli Kallio, designers of the Center for Continuous Learning, guided the construction of the renewal management tool in the workshops. |

Read more at siunsote.fi