Experiences and Passion are a strong part of organisational development
Organisational development is a passion for Finnkino. Finnkino is a part of Europe’s largest movie theater chain, Odeon Cinemas Group, which is owned by AMC, the world’s leading movie theater chain. The dedicated employees of Finnkino want to take part in organisational development, live according to the company’s values and work together to achieve important goals. The company’s business development is partly based on the employee survey, which is responded to by nearly 100% of the personnel so as to be able to influence issues that are important in terms of their workplace.
“Our company’s operations are strongly characterised by experiences and passion towards both personnel and films. Our mission is to create memorable cinema experiences for everyone,” says Finnkino’s HR Director Pia Rautio.
Passionate about films and organisational development
Finnkino employs nearly 400 people for whom the company’s values and customer promise concerning the production of a comprehensive cinema experience are strongly visible in all operations.
“The first letters of our values form the word KEY, which derives from the Finnish words for development (kehittäminen), experience (elämyksellisyys) and cooperation (yhteistyö). Finnkino’s culture places a strong emphasis on the active development of operations and internal cooperation, because the company wants to invest in team spirit, cooperation and learning. The emphasis on experiences is visible in our goal to offer our customers unique, high-quality cinema experiences. These values become visible to our personnel particularly through the company’s internal development, training and decision-making,” explains Rautio.
Employee survey is an excellent way to examine the company’s strategic status and future needs in a thorough manner, in addition to which it supports the development of business operations in all of its markets.
“At Finnkino, work-related passion and experiences are important. We want to employ people who have a passionate attitude towards life. To us, attributes such as creativity, commitment, energy and success are virtues. In terms of our personnel, we pursue genuine experiences by promising that “working for us is an unforgettable experience”. All this is linked to our customer promise—passionate about films,” says Rautio.
The recent employee survey went so far as to tackle the issue of passion in the form of a separate question: Passion for the cinema comes across in our operations. According to Rautio, the employee survey is an excellent way to examine the company’s strategic status and future needs in a thorough manner, in addition to which it supports the development of business operations in all of its markets.
A personnel willing to participate and influence the future
For several years now, Finnkino has conducted its employee survey in cooperation with Corporate Spirit. The results of the 2015 employee survey have just been released, and the response rate was an enormous 97.5%. This achievement has required a lot of work, and the increase in the response rate was more than 15% in comparison to previous surveys.
In HR, we monitored the development of units’ response rates through Corporate Spirit’s Cixtranet® system, thanks to which it was easy for each unit’s supervisor to encourage their people to respond to the survey.
“This was the first time that we had the courage to set ourselves a target in terms of the response rate. We decided to go for a 100% response rate and get every Finnkino employee to take part in the survey. In HR, we monitored the real-time development of various units’ response rates through Corporate Spirit’s Cixtranet® system, thanks to which it was easy for each unit’s supervisor to encourage their own people to respond to the survey. We achieved a 100% response rate in several units, particularly in Finland,” says Rautio.
According to Rautio, this year’s high response rate was influenced particularly by the personnel’s trust in the survey’s ability to influence the direction in which operations are developed. This is clearly visible in the company’s results in comparison to the previous survey. All in all, the results of employee surveys in Finnkino have improved considerably.
From results to actions
The annual employee survey forms a significant part of Finnkino’s organisational development. The previous survey resulted in more than 120 development measures in various units of the company. These measures concerned, in particular, the company’s communications and engagement, as well as the development of activities related to the personnel’s motivation.
“This year, we invested particularly in the communication of our strategy, and this was indeed visible in the results of the most recent survey as a significant improvement in comparison to last year. The communication channels we used have included videos: Each member of our management team made a short video in which they explain the company’s strategy from their own point of view to the personnel. The videos are watched both on our intranet as well as in the personnel meetings of individual cinemas, and the topics are discussed under the supervisor’s leadership. This has provided us with a way of ensuring that the personnel understands the strategy and that employees see themselves as part of Finnkino and the development of its operations,” says Rautio.
The employee survey has allowed Finnkino to identify the company’s strengths and to use those strengths to build success factors.
The employee survey has allowed Finnkino to identify the company’s strengths and to use those strengths to build success factors. According to the results of the most recent survey, the company has successfully transformed areas previously in need of development into strengths. “We have a really good team spirit in our cinemas. This is a unifying factor that acts as a leading light, and I believe that our common good spirit is also visible to our customers,” says Rautio.
A present and available management
One area in need of development identified on the basis of the previous survey was the executive management’s visibility among personnel. The improvement made on this front was evident in the results of the most recent survey, particularly in that trust towards the executive management has increased to a significant degree. In line with the new operating model, the management team visits each Finnkino cinema regularly, holding its meetings there. In connection with these meetings, the management meets the cinema’s employees, who are provided with an opportunity to explain their news to the management, ask questions and, when necessary, get fast decisions on important matters that facilitate everyday work.
“Our management is genuinely present, and ready to tackle everyday challenges. The management team’s deployment among the personnel has not only increased our team spirit, but the engagement of our personnel,” says Rautio.
“In addition, we’ve launched a “Day at the Theatre” activity on the basis of the employee survey. Our goal is for each head office employee to complete at least one shift a year at one of Finnkino’s cinemas in Finland. This includes our new CEO Veronica Lindholm, who spent a day in our Tennispalatsi cinema making popcorn and selling products at the checkout,” adds Rautio.
Effective communications influence and involve
Pia Rautio is mindful of the fact that monitoring actions to be implemented on the basis of survey results and reporting on those actions does not require an enormous HR organisation. At Finnkino, the personnel is encouraged to get involved with the support of effective supervisor work and internal communications. “In addition to personnel development, I’m responsible for our company’s internal communications. This has enabled us to build effective communications and dialogue between the management and personnel. We have put together a team that takes care of internal communications, composed of personnel from various parts of the organisation. This is our team for developing communications within our working community and steering the company’s operating culture towards the right path,” says Rautio.
Founded in 1986, Finnkino Ltd has 15 movie theaters in 11 cities throughout Finland, with a total of 104 auditoriums altogether. In 2016, nearly 6 million viewers visited our theaters. In the Baltic countries, Finnkino operates under the Forum Cinemas brand. Finnkino is a part of Europe’s largest movie theater chain, Odeon Cinemas Group, which is owned by AMC, the world’s leading movie theater chain.