Our employees are the most important resource for the company – happy, healthy and motivated people want to develop themselves at work and will actively contribute to the company’s strategy, brand and sales work. Tikkurila invests in performance and competence management, personnel development and managerial work, as well as in maintaining the well-being and safety of its employees.
Tikkurila personnel


At the end of 2017, Tikkurila Group employed 3,037 (2016: 3,033) people in 14 countries. Approximately half of Tikkurila’s personnel work in the supply chain (production, sourcing, logistics and HSEQ) and more than third in sales, marketing and technical support.

The company's own production has a significant effect on Tikkurila’s personnel structure and amount. The differences between operational areas are explained, among others, by the degree of production automation and the amount of own sales personnel. The highest degree of production automation is in Sweden, and the highest relative share of sales personnel is in Russia. Due to the seasonality fluctuation in the paint market, the number of personnel is highest during the outdoor painting season in the summer and lowest during the winter.


Personnel by segment


Lost time accidents

Tikkurila monitors its safety performance using the LTA1 accident frequency rate, which indicates the number of accidents that cause absences lasting at least one day per one million working hours.

Development discussions considered useful

Target setting and development discussions between employees and their supervisors are conducted at Tikkurila on an annual basis. In 2017, a new group-wide performance management model was developed and deployed at Tikkurila, covering all white collar employees and experts in all the countries in which Tikkurila operates. The model provides a framework for setting individual targets, evaluating performance and discussing competence and career development. 

The model enhances leadership and supports the achievement of the company’s strategic goals. Furthermore, it harmonizes the managerial practices throughout all countries of operations, thus supporting Tikkurila's organizational structure and management model, which were renewed in 2017.  

The quantity and quality of the development discussions are measured through the personnel survey. No personnel survey was implemented in 2017. In 2016, 82 (2014: 85) percent of Tikkurila employees responded to the personnel survey. 88 (87.1) percent of the survey respondents reported having had a development discussion with their supervisor, and 75.0 (72.7) percent found the discussion useful or fairly useful. Tikkurila will renew its personnel survey process in 2018.

Occupational safety

The safety work at Tikkurila focuses on preventive measures, such as risk assessments, safety training, safety talks and rounds, reporting of safety observations and safety-related communications, as well as internal and external audits. We want to ensure a safe workplace for all Tikkurila employees. Preventive safety work directly affects the company’s cost-effectiveness and provides a way to improve efficiency and minimize sickness absences.
Tikkurila monitors the safety of the operations using the LTA1 accident frequency rating which indicates the number of accidents that cause absences lasting at least one day per one million working hours. Thanks to the preventive safety work and developed reporting practices, Tikkurila’s accident frequency rate (LTA) dropped with almost one unit and was 2.0 (2.7).

In addition to assessing our employees' safety behavior in their everyday work, we also address safety issues through regular personal development discussions, safety rounds as well as safety talks between employees and their supervisors and colleagues. Altogether, 6,059 (6,701) safety talks and rounds were held within the Group in 2017. 


Diversity and equality

At Tikkurila, we adhere to the principle of equality and diversity, regardless of a person's gender, race, ethnicity or nationality, age, religion, political opinion, or social status. Personnel’s views on the implementation of equality are monitored by means of a personnel survey. No employee survey was implemented in 2017. The survey in 2016 showed that 91.0 (2014: 89.3) percent of those responded to the survey feel that all employees are treated equally or somewhat equally at Tikkurila. 

At the end of 2017, some 35 percent of our employees were women and 65 percent men. Average age of personnel was 41.4 years.