About the life of an employee at Ab InBev Efes, ego adaptation, motivation and growth prospects, Kyiv

AB InBev Efes is one of the leaders of the Ukrainian brewing market, and our interview today is with the HR manager of the company Veronika Kutsoi. She talked about the attitude towards personnel in the company, the adaptation of new employees, methods of their motivation and gave a clear example of successful advancement on the career ladder.
What is important to know for those who are just starting their career path at AB InBev Efes?
Our company's dream is to unite people, making the world better. And the best people are the main wealth of the company. Therefore, we begin to unite people from the first day of their work. For each newcomer, there is an induction program that meets the needs of the new employee. In essence, this is a step-by-step plan with the ability to track the completion of all necessary actions. A mentor is also assigned to the newcomer, who helps to adapt to a new role. Our goal is for the newcomer to feel supported and helped, successfully cope with all tasks and continue working in the company.
How does AB InBev Efes promote the professional growth of its employees? Are there any vivid examples of rapid advancement? Are these unique cases or does it all depend on everyone's ambitions and goals?
In our company, rapid advancement on the career ladder is not a unique case, but the result of an employee's effective work, as well as his own ambitions. The most telling example is the career path of Dmitry Shpakov, president of AB InBev Efes. Dmitry started his career in the sales team as a sales representative, then there were the positions of coordinator for work with key customers, distribution manager, regional sales manager and national director of the Ukraine sales department. Next came the positions of the president of the business division "Ukraine" and the president of the business division "Eastern Europe" and, finally, the position of the president of AB InBev Efes.
Among the most recent examples, I would like to single out the career path of Anna Rudenko and Evgeny Vyzhul. Anna started her career in the company in the marketing department as a manager of statistics and research, and after 6 years she took the position of marketing director. You will learn about the rapid career development of Evgeny Vyzhul, who took part in our global program "Manager-trainee" after graduating from university, in the video.
In addition, we have ample opportunities to gain knowledge and exchange experience within the company and outside of it. AB InBev Efes has many cross-functional employees. There were cases when people from the logistics and purchasing departments moved to marketing, from marketing and sales to the HR department, and from the legal affairs and corporate relations department to sales. The company helps to develop versatile skills.
Many of our employees are successfully building their careers in foreign divisions of AB InBev.
What contributes to successful advancement in the company? Are the initiatives of the employees supported by the management?
We provide equal opportunities for all employees. At the same time, we have a number of expected ones. We want people who work for us to demonstrate leadership by personal example and act as business owners. What does this mean? I will give a simple example. We rarely fly business class when we buy plane tickets for ourselves, so why are we willing to make such unreasonable expenses with the company's money? For example, Dmitry Shpakov, despite his high position in the company, always uses economy class for flights on business matters and does not see anything shameful in this. If the company provides certain material values, manage them carefully and treat them as your own.
The initiative of employees is also very important. The person who sets difficult goals and objectives, achieves them, and then sets even more ambitious goals, opening new opportunities for their implementation, will develop successfully in the company.
How is the success of employees' work evaluated?
The evaluation of the employee's performance is based on the results of the achievement of set goals, work efficiency, as well as the results of the annual assessment of competencies. The model of functional and leadership competencies describes behavioral indicators that are necessary for successful work in the company. The assessment is carried out by both the manager and the employee himself. Based on the competency assessment, an individual development plan is formed for each employee, which contributes to his career growth.(//tractor-service.com)
How do you work to bring the team together? Tell us about the forms of support/encouragement/motivation of employees.
Support and motivation is the daily responsibility of every manager. After all, a manager is judged by the quality of the team's ego. Our principle is to choose people who, thanks to proper development, solving complex problems and support, can become better than us. This allows you to unite employees at the team level.
The company has a tradition of celebrating holidays together, organizing beer Fridays, and participating in the company's social projects. So, for example, last year, as part of World Environment Day, we cleaned up park zones in Kyiv and in the regions where our factories are located (Kharkiv, Mykolaiv, Chernihiv). All our employees of the central and regional offices always support such social initiatives with special enthusiasm. This year, we will continue this practice and, on June 8, in Kyiv, we will hold a subbotnik on Trukhanovo Island. We invite everyone to join our friendly team.
We traditionally spend the World Day of Responsible Beer Consumption together with other players of the brewing market, jointly distributing informational materials in which we remind the staff of outlets that alcohol can only be sold to adult consumers.
In addition, we have both local and global achievement recognition programs. We consider it extremely important to recognize the merits of our employees, because behind every achievement of the company is a specific person or a whole team.
At quarterly business briefings with the participation of the president, the most effective employees are recognized.
Every year, we offer the employees themselves to recognize the high achievements of their colleagues in such nominations as "Owners" (people who act with full responsibility for the result and treat the company's business as if it were their own), "Managers" (the best manager is nominated by subordinates), "Better World" (for participation in social projects for environmental protection, community development and support of the culture of responsible beer consumption).
The best practices of employees in each country are noted at the European and global level.
Does the company care about the level of employee engagement?
It is very important to us that people are motivated, clearly understand the direction of the company and their role, feel like part of the team, and are provided with everything necessary for successful and effective work and the fulfillment of their tasks. Therefore, an employee engagement survey is conducted every hour. They answer questions related to growth and development, recognition and promotion, working environment and safety, effectiveness of interaction with the supervisor, etc. The results of last year's survey are already available, and we are now working to ensure that this year our people are even more interested in their work. After all, we are never 100% satisfied with the results and always strive to make it even better, more interesting, brighter.
Information certificate:

PJSC "SAN InBev Ukraine" is one of the leaders of the Ukrainian brewing market and represents the world's largest brewing company Anheuser-BuschInBev Efes. PJSC "SAN InBev Ukraine" unites the Chernihiv, Kharkiv and Nikolaev branches of the company. The portfolio of beer brands consists of global TMs: Bud, Corona Extra, Stella Artois, Beck's; international TMs: Corona, Staropramen, TALLER, Hoegaarden, Leffe, Lowenbrau, Franziskaner, Spaten; as well as local TMs: "Chernihivske", "Rogan", "Yantar", "Zhigulevskoe", DAO.