Experiences with the [Remote] Team Builder training: “I’m sure that a continuous approach is more impactful than standalone trainings”
In the cleaning industry, most work is done remotely, with colleagues rarely crossing paths during the day. Thanks to Remote Builder Team psychological safety training, people are more considerate toward one another, give more recognition, and more willing to offer managers constructive feedback when the situation calls for it.
In terms of teamwork, cleaning work closely resembles remote work. One similarity between cleaning work and remote work is that colleagues may not see each other at all during the workday.
“We encourage our employees to visit the office at least a few times a week, but the majority of the work is done independently in people’s homes or company facilities,” says Eeva-Leena Lappalainen, founder and CEO of the Joensuu-based cleaning company Puhdas Ilo.
The remote nature of the work was one reason Lappalainen believed the [Remote] Team Builder psychological safety in team training would benefit her employees. In fact, the decision to adopt the RTB training was something of an impulse purchase.
“I was attending an event where Juho (Nenonen) was speaking, and during his presentation, I messaged him saying I was interested in the training. I had an aha moment—it felt like exactly what a company like ours needed: team psychological safety training,” Lappalainen explains.
[Remote] Team Builder Team Psychological safety training highlighted the meaningfulness of work
Lappalainen didn’t bring in the training because her nearly 50-employee company was facing major issues—quite the opposite. The [Remote] Team Builder’s initial survey even confirmed that Puhdas Ilo had solid foundations. One key highlight was the high level of perceived job meaningfulness, an essential factor in psychological safety.
“I’m so pleased and proud that our employees see their work as meaningful—it truly is! Without the RTB initial assessment, I might not have realized how deeply our employees understand the importance of their work. Thankfully, I do now!” Lappalainen tells.
Despite the lack of significant problems, the psychological safety training was well-received by Puhdas Ilo’s employees. The training began during a team-building day that included psychological safety workshops and a relaxed evening gathering.
“Many employees told me that it was eye-opening and fantastic workshop.”
The Learning Minutes made you stop and think
According to Lappalainen, one of the trainings greatest strengths is its continuity. It’s not just a one-off training day but an extended and consistent program.
Following the first training day, the process continued with weekly learning moments: every Monday morning, a quick but thought-provoking Learning Minute arrived on each employee’s mobile device. People admitted they began looking forward to these messages to start their week.
“They’re relatively small and quick messages—but they still manage to stop you for a moment and reflect,” Lappalainen says, adding that she herself found new insights for her leadership almost every week.
“For example, I realized that simply saying Thank You isn’t always enough. It’s important to specify what you’re thanking someone for and, in doing so, make their work more visible.”
Continuity makes [Remote] Team Builder training impactful
For six months, Puhdas Ilo employees received weekly Learning Minutes, keeping the themes of psychological safety and its development present in their daily lives.
“I’m certain that this continuous approach is more impactful than standalone training sessions,” Lappalainen says, adding that she has already noticed small changes in the company’s everyday dynamics.
“Changes in practices or interactions don’t happen overnight, but I believe we’re more considerate toward each other, give thanks, and provide feedback,” Lappalainen observes.
She attributes the improved psychological safety to another development: recently, a few employees have provided the management team with rather critical feedback. This didn’t unsettle the CEO—in fact, it encouraged her!
“It’s great that people are starting to reflect on things and feel confident enough to give feedback. That’s exactly what psychological safety is all about.”
The journey continues
Lappalainen has no intention of stopping here. She is eager to continue with the RTB training, with the next phase involving videos and exercises that the team will watch and complete together once a month.
“I think it’s a good progression that employees first had time to reflect on these topics individually with the learning moments. Now, we’ll start working on them together as a group,” Lappalainen concludes.
