1. Corporate Spirit CS Ltd | HR Intelligence to support business success. | 3/2012Ari Alakiuttu, VP Human Resources, F-Secure Corporation, HelsinkiEngagement surveys provide an excellent platform for developing ways of working in an international companyAs part of their open, interactive, forward-moving culture, F-Secure Corporation has always paid attention to the wellbeing of their employeesand their opportunities to contribute to how things are done. Corporate Spirits survey combined with questions related to F-Securesbusiness areas has been used since 2009 to gather information about the latest topics and how employee engagement has developed.Ari Alakiuttu, VP Human Resources at F-Secure, points out that thesurvey gets a great deal of attention every year and the response ratehas remained high. An impressive 87% of the employees provide theirinput a level that sends a clear message about the employees interestand willingness to express their opinions and take part in discussions.F-Secure uses the engagement survey in an admirably versatile manner.Results are presented to the entire organisation and Corporate Spiritcoaches its managers to make the most of the outcome. According toAri Alakiuttu, understanding feedback is essential for anyone workingin a managerial position. A responsible manager uses the results bothas a team leadership tool, and to develop personal skills and ways ofworking. While they are encouraged to concentrate on improving theperformance of their team, the success of the entire corporation shouldremain in focus as well.Understanding the purpose of your own work, your own teams targetsand where this company wants to go those are elements that needto be fully internalised by everyone to achieve genuine improvements.Furthermore, company-wide events have been harnessed to ensure thesurveys efficient implementation throughout the organisation issuessuch as corporate strategy have been explained to everyone to improvea mutual level of understanding. But how does theory actually turninto practice in a workplace where different nationalities, cultures, timezones and ways of doing things interact on a daily basis?The engagement survey offers an excellent platform for discussingways of working in an international, fast-paced organisation such as ours,Ari Alakiuttu emphasises. The typical challenges are usually related todecision-making, understanding strategy and communication, so thoseare also our main improvement areas. The engagement survey and follow-updiscussions have helped us a great deal in developing our ways of working.F-Secure Protecting the irreplaceableF-Secure Corporation is the global leader in providing security for onlineinteractions and digital content. The companys services are availablethrough over 200 operators around the world and trusted in millionsof homes and businesses. Founded in 1988 end employing940 people, F-Secure is listed on NASDAQ OMX Helsinki Ltd.

2. EDITORIAL Employee surveys EMPLOYEE ENGAGEMENTDoesengagement Measuring engagementenable lifelongcommitment and buildsgreat marriage? platformI recently married my long-time boyfriend aftera relatively short engagement. We are verycommitted to one another and have thoroughlydiscussed our personal reasons for wanting to for successtake the serious step of getting married. To usmarriage means lifelong companionship filledwith love, respect and commitment.How do we plan to stay committed and devoted?We believe that mutual respect combined withlistening and supporting one another everyday While organisational climate surveys, great-place-to-workmay help. However, strong motivation, a will-ingness to go the extra mile and the ability to awards or high employee satisfaction figures cannotcompromise are also needed. guarantee improvement in an organisations performance*,I believe that this analogy is well fitted to the a modern employee engagement survey can producesustainable employer-employee relationship.Businesses today are strongly influenced by tools to develop any organisations business practises.the people who commit themselves to work,lead and share a winning spirit to the business. Job satisfaction is an important element in surveys can be customised to fit the preciseUnlike a life partner engagement, evidence ensuring sufficient wellbeing in an organisation. needs and situation of the organisation.shows that employee engagement has a great The connection between job satisfaction andimpact on a companys profit and success. financial performance has however proven to In engagement surveys, it is essential toProfitable businesses are built together by be ambiguous. Factors that help a company realise from the very beginning that two-waydedicated people who share the same values earn positive marks in surveys that measure communication is the key. Securing goodand are willing to give their very best at work the general workplace atmosphere (such as buy-in at different levels of the organisationevery day. above-average salaries and extensive support and genuinely representative results requires for off-work activities) often contradict the careful planning coupled with clear, systematicAt Corporate Spirit we believe that you can profitability target. Good leadership, personal communication from start to finish. An experi-generate more profitable business by measuring appreciation and an inspiring, performance- enced research company can help by offeringemployee engagement. After all, it all starts oriented culture build sustainable motivation, carefully designed templates that can be usedwith realising the fact that even though we are which is precisely what people need to be at to plan communication and different types oftalking strictly business here, people matter their best. However, to find the ideal return messages in multiple languages. Paying closetoo. Today more than ever before. on a companys investments in its personnel, attention to employee feedback is the only way more sophisticated and purpose-oriented to identify special concerns and challenges. Piia Aalto tools than traditional satisfaction surveys are People need to see that their opinions matter. (formerly Palomki) needed. Listening activates response, which again leads Communications Manager to engagement, retention and productivity. A modern, well-executed engagement survey helps organisations develop their operations. After listening to personnels concerns and It provides both valuable data and practical, opinions, tangible action is required. Only by solution-oriented tools to improve overall showing that employee feedback does indeed engagement as well as ways to convert the data lead to changes and improvements within the into better performance and higher profitability. organisation can we substantiate our promise of making a difference. Furthermore, we need First steps towards employee to communicate the fact that every employee engagement counts and is therefore valued in a well-per- forming organisation. Higher morale, motivation Improvement starts with determining the cur- and effort will follow. rent level of engagement. To achieve verified progress, we need to know where to begin. Getting initial feedback is like making a first Even scientifically validated and benchmarked impression it can only be done once, and

3. Employee surveysEvolution ofemployee survey19701980 1990 2000 2010Industry centricity and shortage of labour Efficiency becomes one of the driving Emphasis was on essential resource A global work environment in which culturesdictated the needs of an organisation. Job forces. Companies strived to create well- recognition and change management. and individuals interact constantly. Growingsatisfaction surveys were used to monitor and operating organisations without any weak Employee surveys established a position focus on employee engagement, commitmentfollow internal image developments. Only top links. More focus was put on management as a tool to measure wellbeing and and organisational skills. Efforts are directed atmanagement was involved in reporting. by objectives and team development. equality at work. individual support and result utilisation. New era ofthe way it is done determines our position forfuture action. To make the most of the survey, employee surveyacquired data needs to be carefully analysed.Based on the outcome, the structure for adefinitive action plan is put in place at corporatelevel. With this in place, it is time for systematicimplementation at different levels aimed at In the 1970s, general personnel surveys were mainly carried out topositive change and significant improvement. gather information for company management purposes and were usually conducted for surveillance purposes. Today, companiesContinuity is key have realised the value of gathering versatile data for a wide variety of purposes to be utilised at every level of the organisation.To really make employee engagement surveyswork for the benefit of the company, they should At the same time, the role of human resources has evolved withinnot be viewed as a one-time initiative quite the organisations. While human resources did not even appear on everycontrary. The only way to realise every opportu- organisational chart 40 years ago, the field plays a pivotal role innity is by making employee engagement a con- the business climate today. Human resources work closely with toptinuous process of measuring, analysing, defining management, nursing one of any organisations most valuableand implementing. Various stages, results and assets its people and their ability to perform. Employee surveysactions should also be properly communicated. are utilised in a versatile, efficient manner to monitor the entire organisations ability to perform and to steer it in the right direction.The worlds top-performing organisations under-stand that employee engagement is a strategic While the overall trend seems to put more pressure on efficiencyelement that deserves top managements at- and profitability, a significant development, particularly amongtention. It can become one of the most essential the younger generation, is a willingness to find a steady balanceforces that drive profit, customer satisfaction and between work and other aspects of life. The ability to createloyalty, retention of valuable staff, and other key harmony in which work provides sufficient opportunities forperformance outcomes. When planned profes- personal development and revival while interacting seamlesslysionally and executed in a systematic manner, en- with social life and family life holds the future key for both bettergagement surveys can build a strategic founda- performance and better employee engagement.tion that shapes the way companies do business. Corporate Spirits Senior Advisor Yrjn Lehti possesses comprehensive experience* Kauppalehti (a leading Finnish business journal) in employee surveys over the past decades. Having worked in this field since 1972, 17 October 2012 his perspective is second to none.

4. Corporate responsibilityat Corporate SpiritCorporate Spirit pays very special attention to doing business in anethical and responsible manner. In addition to adopting these values inour operations, every year we earmark one per cent of the income from Seasonsnew research contracts to either Save the Children Finland or WorldWildlife Fund (WWF). Every one of our clients gets to decide whichcharity they want to support.Combined, our cumulative donations come to 82.759 euros. Greetings!Save the Children Finlands Kaisa Koistinen appreciates Corporate Spiritssupport: This kind of involvement from companies is essential inthe fight for childrens rights and to immediately and permanentlyimprove their lives. The number of children in need increases, bothwhen it comes to acute crises and more long-term challenges such aschildrens opportunities for education.WWF Finlands Secretary General Liisa Rohweder: WWFs mission is tostop the degradation of our planets natural environment, and build afuture in which humans live in harmony with nature. The near future inWWFs work is devoted to the fight against illegal wildlife trade. We are Corporate Spirit wishes everyoneprotecting some of our planets most threatened and vulnerable species rhinos, elephants and tigers. In this fight we need everyones help.Together with its clients, Corporate Spirit is helping to changing theworld. We can all make a difference one donation at a time. a wonderful 2013! MEET US AT 30.1.2013 600Min Human Resources, Helsinki, Finland April 2013 Back-to-Basics 2013, Helsinki, Finland 21.5.2013 600Min Human Resources, Oslo, Norway 29.5.2013 600Min Human Resources, Copenhagen, Denmark Editor-in-chief: Jukka Pohjola | Editor: Piia Aalto | Layout: Mainostoimisto Dynastia | Printed by: TEMA-TEAM 12374-12 | Circulation: 7 000Corporate Valkjrventie 7 A, 02130 Espoo, Finland, +358 9 452 0730 Lntinen Pitkkatu 33, 20100 Turku, Finland, +358 2 274 3100 Employee surveys 360 leadership assessments Spirit Birger Jarlsgatan 2, 5 tr, 114 34 Stockholm, Sweden, + 46 8 505 65 171 Internal co-operation surveys Highest Creditworthiness Soliditet 2012 Dronning Eufemias Gate 16, 0191 Oslo, Norway CS Ltd Management team assessments 20 Broadwick Street, Soho, W1F 8HT, London, UK, +44 870 366 93 35 Solutions for utilising the surveys www.corporatespirit.eu