Enjoy your Work
Rieter as a global company offers a broad variety of attractive positions around the world. The expected know-how and commitment as well as flexibility and loyalty is compensated by performance based remuneration, challenging assignments in an international, multicultural working environment with attractive in-house opportunities for future development.
Values and Principles
The focus on employees is visible in the Values and Principles, where “Enjoy your work” is the central column flanked by "Delight your Customers" and "Fight for Profits".
As effective communication and cooperation are crucial for these three columns, the I-Commit Rieter presents ten statements to optimize our daily work.
Rieter respects the human rights of its employees and provides its employees with good and safe conditions of work. Rieter does not tolerate any discrimination based on race, sex, religion or membership in unions or political parties.
Training and Development
The development of know-how, qualification and social competence of the approximately 4 400 employees is of great importance for Rieter's future. There are many factors that determine satisfaction and commitment. Knowing this, Rieter has many programs and activities in place to cultivate a sense of belonging to and contributing to the company.
Rieter develops the competencies of all employees to create high levels of motivation and performance and to allow them to reach their full potential. An individual appraisal is used to carefully review the situation and performance of the employees. It occurs at least once a year, between the employee and the superior. The training needs of each employee are assessed on this individual basis and then the next steps are evaluated and defined. Besides on the job trainings and locally organized training and development courses, Rieter offers global training and development programs for talented employees from all over the world.
Special care is given to identify and develop talents at all levels for greater responsibilities within the organisation. The aim to fill executive positions with employees from within the Rieter Group requires systematic succession planning. This forward-looking planning ensures a suitable preparation of possible candidates for a new position in advance and enables a smooth take over by well prepared successors. Systematic succession planning ensures management continuity.
People who are engaged and developed need to be rewarded. Compensation is generally defined by the management of the local legal unit. Base salary is used to recognize particularly the experience, skills, knowledge and commitment that individuals bring to their roles. Incentive systems allow the employees to participate also financially in the success of the company wherever justified. Centrally defined basic rules guarantee fair treatment while local needs can still be taken into account. The variable component of the remuneration varies according to management levels and functions. Rieter offers compensation & benefits programs that drive the achievement of its business objectives. The compensation & benefit package is designed to attract, motivate, and retain employees. A centrally administrated bonus system, directly linked to the financial results exists for the top management.
Code of Conduct
Rieter employees around the world shall maintain the highest standards of professional and personal conduct in their business relationships with all its partners. These relationships are based on the principle of trust and honesty, and are defined in the Code of Conduct.
Download "Code of Conduct" (German/PDF/73 KB)
Environmental protection together with safety of persons, manufacturing operations and products, are part of an integral corporate policy, the Environment and Safety Mission Statement of the Rieter Group.