Employee engagement
We believe that open dialogue and collaboration are essential to fostering a positive and productive workplace. To strengthen our connection with employees, we conduct a biannual Global Engagement Survey inviting employees to share feedback and insights. The surveys allow us to understand what’s working well and where we can improve.
Our recent survey saw a high response rate that shows our employees’ commitment to shaping Ardagh Group. Based on the survey results, we developed action plans for various teams and follow up on our progress throughout the year to ensure meaningful change. Across our regions, we also engage in ongoing conversations with employee representatives, including Unions and Works Councils, to ensure that all voices are heard and respected.
Listening to our employees
Ardagh Group recognises that listening to its employees’ feedback helps to build upon and maintain a company and a culture that attracts, and more importantly, retains talented people. In partnership with Culture Amp, a market-leading employee experience platform, Ardagh launched its first global employee engagement survey in 2022 with a more recent survey taking place in 2024 which received a notable improvement in participation. Action plans are in development across regional operating businesses, facilities and function levels to respond to feedback received in the survey and address areas for improvement.
Employee lifecycle
- Branding and attraction
- Career marketing
- Assessment and selection
- Recruitment and hire
- Onboarding
- Induction
- Feedback
- Objective setting and review
- Performance review
- Total rewards (Base salary, Benefits, Bonus, and Incentives)
- Employee absence support
- Appreciation and recognition
- Development plan
- Skills development (Functional Excellence, coaching and mentoring)
- Leadership development
- High potential development
- Career pathing
- Talent review
- Succession planning
- Mobility
- Retirement
- Exit interviews
- Knowledge transfer
- Alumni
- Termination
SAP Success Factors supports our employee lifecycle practices and provides employees with access to digital learning resources that are also accessible via mobile device.
Across our regions, we also engage in ongoing conversations with employee representatives, including Unions and Works Councils to ensure that all voices are heard and respected across the organisation.
Training and development
We believe in nurturing our employees’ potential and supporting their professional growth. Our approach focuses on continuous development through regular feedback, personalised development plans and clear goal setting.
Our training and development strategy…
- We aim to create a competitive advantage at Ardagh Group by fostering a strong learning culture and mindset.
- Focusing on capturing out in-house expertise and combining it with external learning content.
- We will achieve this by spotting and nurturing out talent, adopting a ‘learning for all’ ethos, developing an intuitive learning academy in myLearning and encouraging collaboration across all regional teams.
This strategy is closely aligned to our business objectives, strategy, HR policies, Behaviours, and Ardagh for Education.
Excellence
Academy
Academy
People Skills
Academy
Academy
Academy
Health
Safety, Risk &
Compliance
Academy
We offer all employees access to a language development programme and a digital library of soft skills development content. In addition, we also offer more targeted technical and role-based training such as project management, lean six sigma, sales and negotiation training, as well as on-the-job training models and early careers programmes (apprenticeships and graduate programmes).
We support our leaders through leadership development programmes, digital/workshop learning activities, assessment and coaching/mentoring opportunities with a focus on targeted training topics such as unconscious bias, respectful workplace training, supervisor training, emotional intelligence and leading difficult conversations.
Managing competency and skills in our teams is important to us. We have created a skills assessment tool to help identify skills gaps to support employees on the development of their technical knowledge and skills. Each year, our personal development review process supports quality conversations between employees and their managers on how employees and the business can work together to meet development and career objectives.
Our targeted annual individual Personal Development Review (PDR) process supports quality conversations between employees and their managers on how the individual and the business can work together to meet development and career objectives aligned to our business needs and aspirations.
From one generation to the next
We are proud of our manufacturing heritage and expertise. With our Ardagh Behaviours we foster the continued growth of everyone.
As a manufacturer we emphasise STEM (Science, Technology, Engineering and Maths) education both internally and externally through our Ardagh for Education programme.
Remuneration
Reward principles at Ardagh Group help us in attracting and retaining talented employees who are motivated to develop and grow their careers with us. Our total rewards strategy is to provide competitive compensation packages and we regularly review our salaries in the markets where we operate to ensure we stay competitive. We are dedicated to fostering a culture where equal pay is a fundamental value, and we strive to reflect this in all our systems and processes.
We offer comprehensive incentive and benefit programmes tailored to each employee’s position, location and business level to ensure we offer a compelling employment package to all employees. Reflecting our Core Values of Inclusion, Trust, Teamwork and Excellence, our variable remuneration incentive programmes are designed to motivate employees to achieve key performance indicators that are directly aligned to their role, such as productivity, efficiency, quality and financial performance.
The health and wellbeing of our employees is very important at Ardagh Group. Non-compensation benefits, which may include pension and retirement support, or health and wellbeing provision are available to all employees. Our benefits encompass several key pillars*, designed to cater for the individual needs of our employees:
Cash remuneration
- Base salary
- Bonuses and incentives
- Allowances and cash benefits
Working time, leave and holidays
- Generous core holiday entitlement
- Additional service holidays to reward loyalty and commitment
- Enhanced family leave
- A hybrid working approach for those who can work remotely
Retirement planning
- Pension and retirement funds
- Provision for ill-health or death
Health and wellbeing
- Medical cover and/or on-site healthcare
- On-site gym facilities, funding for wellbeing memberships or activities
- Employee Assistance Programmes
- Life insurance cover
*The general benefit pillars are provided for illustration. The composition of remuneration packages for individual employees is influenced by a range of factors including location, role and tenure.
In the U.S. our total rewards offer typically includes:
- Competitive salary
- Medical/prescription/dental/vision
- Pre-tax accounts for qualified health expenses
- Life and disability
- 401(k) savings plan
- Paid time away from work
- Employee Assistance Programme
For employees globally, depending on location, they may also have access to:
- Family days, volunteering days.
- Free or subsidised meals.
- Opportunities to celebrate individual and team successes, or important personal life events.
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