Our promise to protect food, people, and the planet drives every aspect of our business. We firmly believe that every employee plays their part in delivering our strategy. Our investments in leadership and technical competencies – from recruitment to retirement – are, therefore, investments in the success of our business because they support productive careers with us.
We offer competitive compensation and benefits packages1 , opportunities for career growth, and a supportive and inclusive work environment to retain top talent.
Growth through learning
By nurturing leadership skills and technical competencies, we empower our employees to make meaningful contributions towards our strategic goals and contribute positively to the world we live in.
Building competencies and fostering a culture of continuous learning and development is a core principle. Through the promotion of knowledge-sharing and experience, we create an environment where competence is valued, acknowledged, and rewarded. Our employees can expect ongoing opportunities for growth that align with their personal goals while contributing to our corporate strategy.
Evaluations & incentives for success
To ensure the development of competencies remains a priority, regular performance evaluations are an integral part of our company-wide review process2.
We believe in recognising and celebrating achievements, and financial incentives are available to those who meet their goals, including environmental targets such as recycling rates and greenhouse gas emissions. By linking individual performance to sustainability objectives, we encourage employees to actively contribute to environmental and social sustainability efforts.
Broadening competencies across functions
We are committed to helping our employees develop competencies across various corporate functions. From deepening customer understanding to fostering effective leadership, opportunities are provided to enhance skills that are critical for success in today's dynamic business landscape.
By promoting learning and sharing knowledge and experience across the business, we build a culture where competence is respected, recognised and rewarded.
Collecting and acting on feedback from employees
We regularly measure our employees’ engagement and collect feedback on multiple topics. For example, we run a large-scale employee engagement survey once every two years. This survey allows employees to rate how well the company performs in the different drivers of engagement. To complement the largescale survey, we run Employee Engagement Pulse surveys twice a year to give employees an opportunity to share feedback on specific topics, such as organisational changes or follow-up on findings from the large-scale survey.
1The majority of our employees receive benefits including over and above statutory provisions such as: accident, death and disability coverage, 2x Annual Base salary global standard, medical and pension plans positioned at market medians for each country, long service awards where market prevalent, redundancy benefits include typically above legally required severance payments as well as globally consistent outplacement services.
2In 2022, 98% of employees had regular performance reviews.