Employee engagement

Our performance is underpinned by our people and values. In order to deliver on our goals in such a people-based business, we need highly motivated and engaged employees who believe in the company and do their best to provide our customers with great service every day.
Port Phillip Prison employees

The feedback from over 449,000 employees who completed the employee engagement survey in 2015 provided many ideas on how to improve employee retention. We believe that motivated and highly engaged employees are more likely to work harder and stay longer, so the survey is a critical opportunity to assess levels of engagement and find out what really matters to our employees. We want to know what they think of G4S as an employer and what they feel the company needs to do more of, less of, and differently in order to improve their working day. As this was the fourth global engagement survey, the results tracked improvements and also provided feedback from employees on new questions.

Overall, the feedback was positive and all questions had a favourable response rate in excess of 76%, with a number, including those relating to fair treatment, personal development and effective communications, showing an increase in favourable responses since 2013. 

Levels of engagement remain high, with 80% of employees who responded confirming their intention to stay with the company and that they would recommend G4S as an employer. In spite of these positive responses, there were also opportunities for improvement identified in areas such as health and safety and managerial feedback in relation to employee performance. Following communication of the results, businesses have developed their action plans for implementation in 2016. 
 
The next engagement survey is being prepared for distribution during 2017. This time the questions will be aligned to the new group values as a way of further embedding them in our processes and gathering employee feedback on how well G4S lives up to these values and what needs to change. Access to the survey is being extended this year through wider use of mobile technology and more language options. We look forward to reporting on the results from our fifth global survey in 2018.

The feedback from the survey is vital in shaping our engagement plans for the future so every effort is made to ensure that as many employees as possible have the opportunity to participate. The questions in the most recent survey were based on our employee engagement model called PRIDE, which sets out how we will Protect, Respect, Involve, Develop and Engage our people. As this was the fourth global engagement survey, the results tracked improvements and also provided feedback from employees on new questions on the company values.

Having leaders who are inspired by the group aims and who strive to develop their businesses to meet these aims is critical so, in addition to the global employee survey, senior managers were invited to participate in a separate survey in order that we could gauge their specific views in more detail. Participation levels and favourable scores from senior managers were high, with over 86% of leaders responding and three-quarters of them doing so positively.

Offering interesting and challenging roles continues to be seen as a huge attraction to working with the group, with a significant number of senior managers confirming that this is the most important factor influencing their decision to stay with G4S. Of the concerns raised, leadership development and pay and reward were the most significant, both of which the company has taken steps to address with the launch of the new regional leadership programme and a review of the alignment of incentives. 

Offering interesting and challenging roles continues to be seen as a huge attraction to working with the group, with a significant number of senior managers confirming that this is the most important factor influencing their decision to stay with G4S. Of the concerns raised, leadership development and pay and reward were the most significant, both of which the company has taken steps to address with the launch of the new regional leadership programme and a review of the alignment of incentives. 

Both the employee and senior management surveys included questions on the group values to establish whether these are fully understood and whether they help shape employees’ behaviour at work. From senior managers there was positive feedback about the introduction of the new ‘Safety first’ value, and in the wider employee engagement survey it was encouraging to see 90% of respondents confirming they are clear about how to behave in accordance with the group values. Embedding our new values further in core processes will be a key focus for 2017. 

employee engagement

Our 2015 employee survey showed levels of engagement remain high, with 80% of employees confirming their intention to stay with the company and that they would recommend G4S as an employer.

Our next employee engagement survey

We look forward to reporting on the results from our fifth global survey in 2018.

Employee Turner

The percentage of voluntary turnover across the Group reduced by 7.1% in 2016.
Security Guard

our communities

In 2016, G4S and its employees have contributed over £1,500,000 to charities, good causes and the welfare of our employees across the globe.
community