Fortum has a long tradition in personnel surveys. The Fortum Sound employee survey is used to get an indication of how well the work community is functioning, the quality of supervisory activities and the internal employer image. The work community development process created around Fortum Sound has established its place as a process that increases job satisfaction and efficiency.
Employee performance is monitored through the Performance Development Process. The process helps to realise Fortum’s strategic goals through concrete actions and measurable goals for each employee. This way all employees know what contributions are expected from them as part of Fortum’s overall performance.
The Performance Development process includes annual development and performance discussions between the employees and their immediate supervisors. The performance discussions are for setting goals and assessing performance, while the development discussions are for reviewing issues related to personal development. In addition to personal goals, team-specific goals are also established to support the strategy. The achievement of goals forms the foundation for the bonuses to be paid.
At the beginning of 2011, a team development tool called Sensor was introduced at Fortum. Sensor includes a survey conducted twice a year to help the teams recognise and discuss their own development areas. During the second Sensor round, 4,227 Fortum employees gave feedback to their team by answering the Sensor on-line questions. The results indicate improvement in how coaching and challenging are used to improve performance as well as how success is celebrated in different teams.
The Fortum-wide employee survey – Fortum Sound – focusing on measuring employee engagement was last conducted in 2009. During 2010-2011, Fortum has prioritised team development through Sensor. The next Fortum Sound survey will be conducted in autumn 2012.