Company Introduction: Integrata
Integrata is a digital hub for HR and payroll management, founded in 2008. As experts in the field, we offer technological support, professional expertise and a collaborative partnership for HR and payroll management. Our services include outsourced and technology-supported payroll processing, HR services, automation and integrations, as well as Integrata® Analytics. Through the Integrata® Service Platform, we facilitate seamless collaboration with our clients. Integrata employs a total of over 240 specialists across eight offices: in Tampere, Helsinki, Turku, Pori, Oulu and Jyväskylä, as well as in Nyköping and Borås in Sweden.
What are your company’s policies on remote work?
Multi-location working is the norm at Integrata, as we operate in several locations across Finland and Sweden. We utilise a hybrid working model, in which employees can work flexibly from the office, remotely or across different offices, depending on the nature of the work and the team’s needs. Collaboration is supported by shared working practices, good digital tools and regular meetings, both within teams and across the organisation as a whole.
We gather monthly at each office for a joint monthly briefing over breakfast. In addition, team days, joint kick-offs and various office events bring Integrata staff together across office boundaries. We encourage our staff to make use of our offices for collaborative work, meetings and cooperation. In particular, joint meetings involving clients, teams and the whole company are seen as an important part of our working culture. Through these practices, we combine flexible working, smooth collaboration and a strong sense of community.
What are your employees particularly satisfied with right now?
Our staff value an equal and safe working environment, flexible remote working opportunities, and the sense that their work makes a difference. Furthermore, the opportunity to have a say in how they work, professional and supportive colleagues, and the continuous development of their skills are seen as important. Despite our multi-location working environment, we prioritise a sense of community and ensure that everyone can be themselves and feel that they belong to the workplace community and their team, regardless of where they are based.
How would you describe the impact of remote work on supervisory roles?
Multi-location working brings with it new demands on interaction, observation and emotional labour. When daily encounters do not always arise spontaneously, the importance of regular communication, making the day-to-day work visible, and actively supporting employees’ wellbeing is emphasised.
This requires from our managers a different kind of presence in employees’ day-to-day lives, strong trust in team members, and the ability to lead and engage with people in a digital environment as well. Regular team meetings and monthly one-to-one discussions provide an opportunity to take stock of an employee’s situation, how their work is progressing and their wellbeing. Multi-location working has increased flexibility and made it possible to utilise expertise across office boundaries. At the same time, maintaining a sense of community requires more planning, active communication and the creation of deliberate opportunities for interaction than before.
