People development

Learning - Beijing office
We believe in continuous learning and development of our people. Our aim is to offer engaging and challenging roles as well as development and promotion opportunities, based on person’s own interests, performance and development aspirations.
Training at Beijing office
Professional growth

We offer tools and support for different internal moves and professional growth. All our jobs are opened internally for Metso Outotec people. We do not have set career paths and we do not expect everyone to follow a set route, but rather their own interests and motivations. People can progress in their careers in different ways and pace and career moves can also be horizontal within the organization.

Feedback culture

Feedback giving is an essential part of our culture. Not only we encourage managers and employees to have continuous dialogue about performance, targets and career aspirations, but we also want our people to give feedback to others they work with. We believe that it is important to celebrate successes of teams and individuals and to recognize work well done. We also believe it is equally important to bring up issues and to discuss about development areas in a constructive and supportive way.

Feedback culture
Learning
Learning

We encourage our people to consider what areas they are eager to learn more about and what will help them towards their own career aspirations. We support our employees in being creative in identifying and utilizing learning opportunities widely; those can range from expanding own networks, participating in seminars & webcasts, work shadowing colleagues, participating in overseas project assignments or job rotation opportunities and taking part in a new cross-functional project and so on. We also have a companywide Learning platform available for all. We work hard on ensuring there are always new and quality training options available for different needs and interests.

Performance and development discussions

We emphasize continuous dialogue between an employee and their manager. This is necessary to support employee engagement and performance and the manager’s understanding of employee’s wellbeing and career aspirations. We have a structured annual Performance and Development Discussion process to support employee’s development. The target is to discuss and create mutual understanding of performance, development needs and future plans. These discussions ensure that both performance and development plans are aligned with Metso Outotec overall strategy and business priorities, and that individual ambitions are clarified. 

Performance and development discussions