Career development

Our global working environment offers a wide range of exciting and challenging opportunities for personal and professional growth and development. 

At Metso, we provide an environment where our people are encouraged to use opportunities to grow. Each employee is responsible for their performance and development. We support our employees in taking ownership of their career by making our internal career opportunities visible as well as giving them challenging work that provides constant opportunities for learning. Personal aspirations, motivation and career goals as well as an individual's strengths and competencies are always at the center of our career development and career planning. These are discussed at least once a year in our Performance & Development Discussions.

Continuous feedback

We believe in continuous feedback and communication. In our Performance & Development Discussions employee and his/her manager discuss regularly and the focus is on future performance and development. The goal is to inspire employees to do their best in a way that supports both employee’s personal and professional development and Metso’s growth. We encourage our employees to take interest in their development to reach their full potential.


Career paths

We believe in continuous development of our employees. We do not have set career paths that everybody follows, instead we continuously build our talent and provide development and promotions opportunities based on employee’s own interests, performance and development aspirations. We are a strong build culture, where people can progress in their careers in different ways and pace. Read examples of different career paths of Metso experts.

Job rotation

Employee competencies and skills play a crucial role for Metso. Embracing new challenges through job rotation offers one of the best possible ways to learn in your own work, not to mention growing confidence and developing your career at the same time.

We communicate internally about our open positions. A lot of our work is project-based, which lowers the threshold to take on a new position. Our Performance & Development Discussions also support job rotation, encouraging employees to plan their careers in the long-term and inspiring them to take ownership of their own development.

Job rotation can act as an eye-opener for everyone, but more importantly it is a means to retain the vast amount of skills and knowledge within the company.

Professional development

Key strategic competencies:

1. Sales
2. Field Services
3. Supply Chain/ Operations
4. RTD/Engineering
5. Project management

Along with the more focused and integrated strategy for Metso, we have started creating a more aligned approach to developing professional competencies across the company. Our target is to develop competencies which enable the implementation of our strategy.

Through our 70-20-10 approach, we emphasize the importance of learning on the job. New or problematic situations related to everyday work are the best way to develop new competencies, especially when support is available from the manager responsible and colleagues.