Sika’s success is based on the expertise and entrepreneurial spirit of its employees. Decisions and responsibilities are delegated to the appropriate level of competence. Employee training and development is given a high priority. Sika aims to provide training for all employees, to develop tomorrow’s leaders, and to focus on promoting internal candidates. However, training courses are not the only means of developing and disseminating know-how. The most important way of learning is through everyday practice, where team results are key to the success of the company as a whole.

Training and Development

Sika is proud to have a large number of long-serving employees. It sets great store by employees who stay with the company and share their know-how and experience for as long as possible. Sika regards internal and external training courses as key development tools for its more than 17,000 employees. The company also encourages more extensive training programs. Through its partnerships with distinguished universities, Sika is able to ensure that the training it provides incorporates the latest industry trends and technological developments. In the year under review, Sika spent approximately CHF 9.9 million (previous year: CHF 11.1 million) on staff development. The aim is to provide at least ten hours training per year for each employee. In 2016, this figure stood at 12.4 hours (2015: 11.9 hours).

Management Development

Sika gives preference to internal candidates for specialist and management appointments. In the last four years, for example, Sika‘s senior management roles have almost all been filled internally. The long-term nature of our employees’ career prospects is one reason why the voluntary labor turnover rate is just 6.2% (2015: 6.6%). At middle-management level too, the company attaches great importance to the professional development of its employees. Global and regional staff development programs not only convey know-how and skills, but also motivate employees by inspiring a strong sense of identity, which essentially reflects Sika‘s corporate values and principles. In the year under review, over 180 employees attended courses held as part of the regional leadership development program. 2016 also saw the nomination of some 40 staff members for the global leadership program, which extends over a period of 18 months.

Number of employees

The number of employees rose by 0.8% during the year under review to 17,419 (previous year: 17,281). The regional distribution of Sika employees is as follows: EMEA : 9,083 (previous year: 9,079), North America: 1,818 (previous year: 1,653), Latin America: 2,349 (previous year: 2,437), Asia/Pacific: 4,169 (previous year: 4,112).

The age structure at Sika is broadly balanced: 15% of employees are under 30 years of age and 23% over 50. Sika wants to offer its staff long-term prospects with the company. Over 95% of employees have permanent employment contracts.

Together, all Sika employees generated a net added value of CHF 1,935 million in 2016 (previous year: CHF 1,755 million). This corresponds to a net added value per employee of CHF 112,000 (previous year: CHF 103,000).