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№ 01 — One integrated model

HR support, work ability and coaching.

Three service areas, one model. The same team sees the work through from start to finish.

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The atmosphere shifts before the numbers do.

Does this sound familiar?

  • Conflict
  • Rising absence
  • Unclear roles
  • Periods of change
  • Lack of trust
  • Teams gone quiet
  • Recurring misunderstandings
  • Information not getting through

These small signals tell you that collaboration is starting to weaken. Caught early, they can still be put right.

№ 02 — Service areas

Three areas
that reinforce one another.

Fremja’s model is built on three complementary service areas. Each is strong in its own right — but together they form a whole in which the workplace, its people and its leadership pull in the same direction.

01

HR support

Organisation, leadership and workplace structures

When the structure supports the core task, the work gets lighter. HR support focuses on the structures of the organisation, its leadership and the workplace — the foundations on which everything else rests.

What it includes

  • Support for managers and a sounding board for leaders
  • Interventions to address workplace climate and collaboration
  • Clarifying organisational structure and roles
  • Coordination with occupational health care
  • Tailored sprints when a situation calls for intensive work

Strength

Secures a well-functioning, sustainable organisational environment.

Its role in the model

Creates the conditions in which work ability and coaching can take effect.

02

Work ability

Psychological work ability, early detection, prevention

Work ability is about more than absences and sick days. Fremja picks up the early signals and supports both the individual and the workplace before strain escalates into crisis.

What it includes

  • Early identification of strain and stress
  • Support with stress management and recovery
  • Psychological first aid in a crisis
  • Work ability assessments and surveys
  • One-to-one support conversations

Strength

Safeguards employees’ health and their capacity to function.

Its role in the model

Enables people to benefit from coaching and workplace development.

03

Coaching

Reflection, roles, dynamics, leadership, communication

Coaching builds change that lasts. The work happens where people make decisions, give feedback and work together — at the level of roles, dynamics and communication.

What it includes

  • Individual reflection and clarifying roles
  • Working with group dynamics, and team coaching
  • Reflection for senior leadership and aligning on values
  • Regular work supervision — internal or external
  • Coaching for managers

Strength

Builds lasting change in behaviour and relationships.

Its role in the model

Supports HR work and makes work-ability efforts more effective.

№ 03 — Why Fremja

One integrated model,
not fragmented services.

01

Strain is rising

The psychological load of work is growing in almost every sector. The old approaches are no longer enough.

02

Managers need support

The demands on leadership are growing faster than the time and resources available.

03

Early support prevents crises

Small warning signs can be addressed if they are noticed in time. When the atmosphere shifts, the numbers follow.

04

One team, one model

HR support, work ability and coaching under one roof — no more being passed from one consultant to the next.

№ 04 — The result

An organisation
with room to breathe.

When the three areas support one another, the work gets lighter. Clarity frees up time, energy and room to lead. People’s resilience grows. Results follow.

Clarity
Effectiveness
Trust

Clear responsibilities

The team knows what it is doing, and why.

Clearer leadership

Management knows what to decide.

Faster decisions

The knots that slow things down are untied.

Better communication

People feel safe talking to one another again.

№ 05 — Team

The people behind Fremja

Mika Karppinen
01

Mika Karppinen

Johanna Larsen
02

Johanna Larsen

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№ 06 — FAQ

Answers to common questions

How do Fremja’s three service areas work together?

HR support creates the conditions — clear structures, roles and leadership practices. Work ability safeguards people’s capacity to function and their resilience. Coaching builds lasting change in behaviour and relationships. Together they form a whole in which each area strengthens the other two.

What is the difference between work supervision and coaching?

Work supervision is regular, longer-term reflection on questions about the work and one’s role in it. Coaching is goal-oriented work focused on the development of an individual or a group towards a concrete objective. Fremja’s coaching offers both, depending on the situation.

How quickly can we get started?

We can usually arrange a first conversation within 1–2 weeks of you getting in touch. Our work together begins once we have a shared understanding of the situation and the goals.

Is Fremja right for a small organisation?

Yes. We work with small specialist organisations, growth companies and public-sector units alike. Our way of working adapts to the size and circumstances of each organisation.

Can Fremja support the public sector?

Yes. Fremja’s service areas suit organisations in both the private and the public sector — including workplace development in municipalities, cities and other public bodies.

How is Fremja different from the usual patchwork of providers?

HR consulting, occupational health care, work supervision and coaching are often split between different providers. Fremja offers them as one integrated model — the same team sees the work through, and the service areas are designed to support one another.

№ 07 — Contact

Let’s start
working together.

The first conversation is free of charge and takes about 30 minutes. We’ll explain how Fremja can support your organisation.

mika@fremja.fi johanna@fremja.fi

Johanna Larsen +358 50 358 6527

We reply by the next working day at the latest.

  1. 01

    Free initial conversation

    30 min. We map out the situation and what you need.

  2. 02

    Proposal

    Structure, timetable and costs in writing.

  3. 03

    Work begins

    The same team sees the whole engagement through from start to finish.