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

Creating an Inclusive and engaging workplace

With scope to access the perspectives and experience of employees in over 90 countries we rarely struggle for ideas. Diversity of thinking helps us innovate and stay ahead in the marketplace, creating long-term value for all our stakeholders. Ensuring everyone can contribute to their full potential is therefore a key area of focus. In line with our diversity and inclusion strategy and commitments in the UK gender pay gap report, we have been conducting employee research into barriers, both perceived and real, that impact our ability to develop a more diverse workforce and a
more inclusive workplace.

Our plans for 2019 will be shaped by the research findings. In the meantime, we have developed recruitment case studies to showcase the diverse career opportunities and to challenge the stereotypical views of the industry. We have also aligned our recruitment suppliers with our aims by ensuring they are reaching out to more diverse talent pools and providing shortlists of diverse candidates. Giving all employees the opportunity to comment on what they think and feel about working for G4S is a cornerstone of our engagement strategy. We seek feedback from representative channels such as unions and works councils at a local, regional and global level, giving updates on business performance and in return receiving information on the issues that are affecting our employees on a day to day basis.

We also invest significant time and energy in conducting a global employee survey. In the last survey, conducted in 2017, 428,000 employees responded. Their feedback was resoundingly positive with over 84% of participants rating the company favourably. Throughout 2018, the focus has been on understanding the issues where the responses were less favourable and implementing actions arising from survey feedback. In 2019, we will issue our next global survey, refreshing the approach and the questions we ask to align with the relevant issues in the business. We will also take the opportunity at our leadership conference and through our senior management survey to seek feedback about the issues that matter most to them such as strategy, culture and incentives.

2015 - Engagement Survey

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. 

2017 - Engagement Survey

We are in no doubt that having well-trained, engaged and motivated employees helps us to deliver for our customers and make G4S a success. Consequently, we invest a lot of time and effort in listening to our employees’ views and responding to their feedback. We do this in a variety of ways including direct dialogue, consultation forums and our employee survey. To ensure the survey is accessible to all employees, it is offered in over 40 languages and three formats (paper, online and mobile). Engagement levels for senior managers were also tested in a separate survey targeted at the leadership team. Response rates for both surveys remained high in 2017. 

In the case of the global engagement survey in 2017 the response rate at 73% was at the same level as 2015 and for the leadership survey was higher at 87%, compared with 85% in 2015. Feedback from the global survey helps identify what businesses need to stop doing, start doing and continue to do to improve levels of employee engagement. The feedback from the management survey showed improvements in almost every area, suggesting high levels of confidence and support for the business strategy, our values and the executive team.

employee engagement

Our 2017 employee survey showed levels of engagement remain high, with 84% of employees providing a favourable response.

Our next employee engagement survey

We look forward to reporting on the results from our next global survey in 2020.
G4S Staff on the phone

Employee Turnover

Overall employee retention continues to improve with voluntary employee turnover reducing to 24.7% in 2018 (2017: 25.3%).
Security Guard

our communities

In 2018 the company made grants of over £161,000 from the Employee Trust Fund in cases where employees had experienced hardship following a serious injury, illness or natural disaster.
G4S community


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