Our way of working
We want to enable our people to actively participate and collaborate, to take both ownership of their work and responsibility for everyone’s safety. Nokian Tyres supports flexible working time and arrangements when possible. The company follows local legislation related to flexible working hours, overtime, part-time working options, and paid parental and family leave. The modern working environment with digital tools helps teams to flexibly organize their work and supports the individual well-being of employees.
To support the modern and flexible way of working and employee well-being, we promote collaboration and open dialog throughout the entire organization.
Creating a more flexible working culture
Our people development philosophy supports our employees’ development with an internal job rotation, on-the-job learning, and various development solutions following the 70–20–10 principle: 70 percent of the development through learning on the job, 20 percent through learning from others, and 10 percent through training. A group of employees has been trained to create online courses in the company’s e-learning management system based on business needs.
As digital has become the primary way of working, the need for information security skills has grown. We have continued developing information security capabilities and employee awareness.
Pay for performance
Nokian Tyres’ Total Rewards Philosophy and Guideline forms a consistent framework for retaining, recognizing, and rewarding employees. The guideline’s principles have been defined to support the company’s goal of cultivating an engaged and high-performing organization and to help ensure fair and equal treatment of employees across the organization.
Rewards offer competitive packages, including both monetary and non-monetary elements, to support performance, motivation, and commitment. The monetary elements include a base salary, benefits, and different types of incentives.
At Nokian Tyres, base salary setting follows collective agreements as well as local market practices based on defined job architecture. All employees belong in the short-term incentive program.