Areas of responsibility

Supporting employees

The people who work for us and with us are our most important resource – especially in times when skilled workers are in short supply, a company’s success depends on having a qualified, motivated, and loyal team. We value our employees, and that is why we invest in their careers, health, and happiness. A corporate culture based on dialogue forms the basis of a positive work environment.

people are employed by the PHOENIX group in a total of 27 countries (as at 2018).
36,000people are employed by the PHOENIX group in a total of 27 countries (as at 2018).
secure the next generation of managers.
Talentssecure the next generation of managers.
illness rate – we want to achieve this target by 2018/19.
3.47 %illness rate – we want to achieve this target by 2018/19.

Breakdown of PHOENIX group employees by region

  • Education and further training

    More than 36,000 people are employed under the umbrella of the PHOENIX group, including around 2,500 apprentices across Europe. In order to recognise the diverse potential of our employees and promote it in a targeted manner, we apply an efficient and comprehensive system of education and further training in all the countries in which we operate. This gives staff the opportunity to enhance their professional skills and breathe new life into their personal development. It is a win-win situation, because we as a company also benefit from highly qualified employees who want to make a difference as part of the PHOENIX group.

  • Talent management

    Our team of over 36,000 people represents a huge pool of potential and ability. That is why one of our goals is to fill management positions primarily from within the company. To this end, cross-border succession planning for top positions has been established, opening up international career opportunities for our managers while reinforcing their connection with the company. Our talent management scheme underpins this approach. It determines the key positions, identifies the top performers, and provides ideal opportunities for further development.

  • Health management

    We deliver health. Naturally, this also applies to our own team – we want to provide a healthy and safe work environment. A major challenge here is our strategic goal of reducing the illness rate. We aim to reduce this from 4.47 per cent (in the reference year 2014/15) to 3.47 per cent by the fiscal year 2018/19. The mainstay of this policy is our occupational health management system with its numerous projects including health days at the distribution centres. These days focus on measures to support early cancer diagnosis, advice on managing stress, and healthy eating. As well as corporate integration management, effective and respectful conversations between managers and employees about returning to or absences from work also make an important contribution.

  • Safefty

    We have a special responsibility for the health of our employees and therefore take care to ensure safe working practices. As part of our quality management system, we guarantee strict compliance with the relevant laws and regulations of the individual countries and of the European Union. Accidents must be prevented from the outset – regular employee training makes a particular contribution to this. The main topics are fire protection, workplace ergonomics, correct lifting techniques, and the safe operation of machinery and equipment. Very close attention is also paid to protective workwear in all our subsidiaries.

  • Open dialogue

    Open dialogue is an important pillar of our corporate culture. This includes structured feedback and the support of employees in their professional development. On the one hand, communication takes place via the annual performance review between managers and employees. On the other hand, we want to assess our employees’ level of satisfaction in their jobs by means of direct surveys. A group-wide employee survey conducted at the end of 2015 led to the development of over 140 measures for improvement across the company. A new international employee survey using the same methodology is taking place in 2018.


Do you want to know more about our advancements in relation to employees? Read the chapter in our current Sustainability Report.

Read chapter