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Satisfaction indicators

At Global Ports we believe that employee engagement and loyalty directly affect the success of business. Therefore, we strive to create a corporate culture in which each team member feels valued and involved in the common business.

To continuously improve working conditions and engagement, Global Ports uses a wide range of communication tools, including briefings, seminars, surveys, meetings, and open dialogues. The Company focuses on feedback from employees to better understand their needs and expectations.

For example, regular satisfaction surveys help us assess the effectiveness of our social and corporate programmes. The results of these surveys serve as the basis for constructive discussions with employees, both online (webinars) and during face-to-face meetings at terminals. This approach promotes transparency and the prompt implementation of changes to improve working conditions and employee satisfaction.

In 2024, Global Ports continued the practice of conducting regular employee surveys to assess employee satisfaction, engagement, loyalty, and overall emotional well-being. Approximately 1,900 employees participated in the 2024 survey, representing approximately 60% of the total workforce.

Results of survey:

The satisfaction level did not change significantly compared with 2023 and amounted to 68% (73% for administrative personnel and 65% for operational personnel), which generally corresponds to the average values for Russian companies. The level of engagement also remained virtually unchanged compared with 2023 and amounted to 70% (75% for administrative personnel and 66% for operational personnel), which is also comparable with the average values in Russia. The loyalty level decreased to 19% (35% for administrative personnel and 9% for operational personnel) compared with 39% in 2023. The indicator is around the level of the average value for Russian companies in general and slightly exceeds the average values in the logistics industry. The Happiness Index totalled 67% (69% for administrative personnel and 65% for operational personnel) compared with 75% in 2023. Development of corporate culture

In 2024, Global Ports continued active work to improve internal communications with a focus on bridging the information gap between administrative and operational personnel, as well as on increasing the involvement of operational personnel in the Company’s corporate life.

Global Ports organised more than 45 events for employees and their children in 2024, including more than 10 sporting events. For the first time, a children’s day was organised at ULCT. A professional skills competition among dock machine operators and port equipment drivers has become an annual tradition. Other events included intellectual quizzes, photo contests, one-day hikes, and paintball tournaments.

Employee support measures

Global Ports attracts and retains professionals by offering competitive conditions on the labour market and a sustainable system of staff support. The Company takes a comprehensive approach to the compensation package, which not only includes an attractive salary and performance bonuses, but also a wide range of social benefits.

Global Ports’ remuneration system is based on the principles of transparency, clarity, and fairness. It aims to recognise and reward employees’ successes, take into account their individual contribution to the Company’s development, create motivation to achieve its strategic goals, and enhance operational efficiency. A transparent and clear labour productivity management system closely linked to the Company’s strategic goals ensures the objective assessment of results and fair remuneration.

Financial support measures:

Wages are indexed at least once a year at a rate no lower than the inflation rate Employees are paid in accordance with the Labour Code of the Russian Federation for working at weekends and on public holidays, as well as for extra hours Additional payments are made for combining professions, expanding the scope of services, increased workloads, performing the duties of a temporarily absent employee, and night work Temporary or permanent personal allowances may be established for professional excellence, superior job performance, and extra work performed One-time bonuses are paid to employees on anniversaries and professional holidays Assistance is provided to employees in difficult life situations

Social benefits

In addition to direct financial support, Global Ports has a social package that aims to promote the health, family, and well-being of employees. The Company pays special attention to programmes that support maternity and childhood, increase birth rates, provide recreation and health treatment for employees, and support healthy lifestyles, culture, and sports.

In 2024, the Company expanded its social package for employees by introducing a cafeteria benefits system that functions based on the marketplace principle. Employees were able to choose their own benefits within a set limit based on their individual needs. The wide range of benefits encompasses different categories: health and beauty, medicine and insurance, sports and fitness, healthy eating, education, charity, transport, auto, travel, and more. The list of benefits is regularly updated to take into account the wishes of employees.

Programme to increase birth rates and support motherhood and childhood:

Partial compensation for preschool expenses Financial assistance for the birth of a child Additional payments in the event of early return from childcare leave Reduced working hours during childcare leave for children up to 1.5 years of age and in the event of early return from childcare leave Additional payments to women’s average earnings during maternity leave Additional payments to women’s average earnings when they are unable to work during pregnancy Partial compensation for the cost of vouchers to children’s health camps Compensation for the cost of subscriptions to fitness clubs or swimming pools for employees on parental leave Provision of an additional paid day off on 1 September (or on the first school day of the year) for employees with children in grades 1-4
Employee training

Global Ports regards staff training and development as a strategically important focus and a prerequisite for ensuring the Company’s future success. We are committed to providing each employee with opportunities for professional growth and self-realisation and invest significant resources in creating a talent pool and training new generation leaders to manage the Holding.

Global Ports is implementing a wide range of educational programmes to support the career development of its employees and to build a team of highly skilled professionals who are capable of solving the most complex tasks. The Holding has its own internal training system that covers key areas ranging from occupational safety and first aid to English language training programmes, as well as operational efficiency tools and specialised training, such as training for women crane operators.

Employees can also take external training courses and programmes to expand their expertise outside the Company.

The Holding pays special attention to the development of management skills and leadership qualities. In 2024, the top 150 managers were trained under the Ladder of Growth programme, which aims to synchronise approaches to team management at all levels. As part of the programme, employees learned practices to assess the level of professional maturity of employees, mastered proactive thinking tools, and developed their emotional intelligence. There are plans to scale the leadership development programme to a wider range of managers and key specialists in the future.