• 22.10.2025

At Pivara Skopje, caring for employees’ well-being is not merely part of corporate policy, it’s a core value practiced every day. From flexible working hours, mentorship, and mental health programs to support for volunteering and clear career growth pathways, every benefit reflects the real needs of the team.

In a conversation with Lidija Ivanovska, Reward and Benefits Manager, we explore how these practices look, why listening to employees from within is essential, and how caring for each individual fosters belonging, shared responsibility, and a team that grows and succeeds together.

1.How do you adapt your reward and care strategies to support both production and field employees, as well as office staff, especially in the fast-paced FMCG industry?

Our company provides equal benefits for all employees, regardless of their location. Through a transparent and unified strategy, we ensure that every employee has access to the same resources and opportunities, regardless of their location, whether in the headquarters, in the field, or in production facilities.

At the same time, we strive to offer benefits tailored to various employee demographics, including age groups, life stages, career phases, and individual needs.

Benefits play a crucial role in employee satisfaction and retention. The research shows that companies offering flexible benefits enjoy higher engagement and loyalty among their people.

2.Which innovations or trends in employee benefits do you find most influential in the FMCG sector?

We follow all emerging trends in employee well-being and benefits through market research and group Centers of Expertise, which provide us with ideas and concepts aligned with both employee needs and industry standards.

However, our most valuable and relevant source of insight is our employees themselves. We make an effort to listen directly to their needs by spending time with them in the field, in production, and during regular meetings, ensuring that the benefits we design truly reflect their everyday realities.

3.How are mental health and psychological safety integrated into Pivara Skopje’s broader employee well-being strategy?

Integration of mental health and psychological safety is achieved through several key approaches:

• Creating a supportive work environment – fostering a culture of open communication, where employees feel safe to express concerns without fear of judgment or negative consequences.
• Flexibility and work-life balance – offering flexible working hours and the option to work remotely two days a week, helping reduce stress and increase productivity.
• Access to professional support – we provide mental health programs such as counseling, psychological support, and stress management training. Our Employee Assistance Program (EAP), managed by TELUS Health, supports the mental, emotional, and physical well-being of employees and their families (partner/spouse, children) in the local language, 24 hours a day, 365 days a year.

Additional services available through the EAP include:

• Financial services: budgeting, pensions, mortgages, insurance, property-related matters, debt management, taxation, and retirement planning.
• Legal services: lease agreements, divorce and separation, family law and custody, estate planning, tenancy and housing, debt collection, and more.
• Career services: career coaching, motivation, performance management, stress resilience, redundancy support, and job search strategies.
• Family support: childcare and eldercare support, community referrals, and access to local resources such as healthcare, housing, rehabilitation centers, and long-term care services.

4.With changing workforce expectations, how do you ensure that Pivara Skopje’s benefits package remains attractive and relevant, especially for younger generations whose expectations constantly evolve?

Younger generations, particularly Gen Z, represent the next wave of the workforce — pragmatic, fast-moving, and constantly seeking change.

To remain relevant and attractive, we continuously track evolving trends and preferences among younger employees. We conduct research to understand their expectations, priorities, and values, such as flexibility, physical and mental health, opportunities for professional development, and work-life balance.

Based on these insights, our benefits package is designed to offer more than traditional perks. It includes flexible hours and remote work, wellness and mental health programs, support for volunteering, mentorship, training, and clear career growth opportunities.

We also nurture a culture of inclusion and open communication, which is especially important for young employees who want to feel valued and heard. Remaining open to new and innovative benefits allows us to adapt and keep pace with Gen Z, a generation that already has one foot in the future.

5.How do your reward and well-being programs reflect company values and strengthen corporate culture?

Our reward and well-being programs are a strong reflection of our organizational values – “Customer First,” “We Before I,” “Sustainability,” and “Simplicity.”

These programs not only recognize individuals who live these values every day but also actively encourage such behavior across the team.

For example, through our recognition and reward systems, we highlight employees who demonstrate exceptional customer care, teamwork, and collaboration, those who prioritize collective success over personal interest, or who simplify processes through innovative and effective solutions.

Our well-being initiatives promote collective care- not only for individual well-being but also for team connection and mutual support. This strengthens our “We Before I” culture and fosters belonging and shared responsibility.

By directly aligning these initiatives with our core values, they go beyond being just additional benefits, as they serve as tools for strengthening the culture we aim to build: a people-centered culture rooted in simplicity, care, and unity.