2018年全球员工敬业度趋势研究报告（英文版）_19页-2mb

2018 Trends in Global Employee Engagement Summary

Core Content

The 2018 Trends in Global Employee Engagement report highlights that global employee engagement reached its all-time high of 65%, rebounding from a dip in 2016. This growth was primarily driven by improvements in the Asia-Pacific (APAC) region and Africa, with notable increases in key engagement dimensions. The report emphasizes the importance of understanding the "employee experience" that drives engagement, identifying specific focus areas and dimensions that significantly influence it.

Main Points

• Global Engagement Rebound: Employee engagement rebounded to 65%, matching its all-time high, with a two-point increase from 2016.
• Key Drivers: Rewards & Recognition, Senior Leadership, Career & Development, Employee Value Proposition (EVP), and Enabling Infrastructure were the top drivers of engagement globally.
• Regional Variations:
  • APAC: Engagement improved by three points to 65%, with significant gains in China, India, and Japan.
  • Africa: Engagement increased by five points to 66%, showing the most substantial growth among all regions.
  • Europe: Engagement rose to 60%, with notable improvements in France, the Netherlands, Austria, and Sweden.
  • North America: Engagement remained flat at 64%, with the U.S. and Canada showing mixed results.
  • Latin America: Engagement remained flat at 75%, but some key markets saw declines, while others showed strong gains.

Key Engagement Dimensions

Top Engagement Opportunities (Global)

• Rewards & Recognition (+3)
• Senior Leadership (+2)
• Career & Development (+2)
• EVP (+3)
• Enabling Infrastructure (+2)

Largest Positive Dimension Increases (Global)

• Talent & Staffing (+3)
• EVP (+3)
• Rewards & Recognition (+3)
• Enabling Infrastructure (+2)
• Career & Development (+2)

Engagement by Country

• APAC: Engagement increased by three points to 65%, with the largest improvements in Malaysia and the Philippines.
• Africa: Engagement increased by five points to 66%, with Nigeria, Egypt, and South Africa showing significant gains.
• Europe: Engagement improved by two points to 60%, with France, the Netherlands, Austria, and Sweden leading the way.
• North America: Engagement stayed flat at 64%, with the U.S. and Canada showing slight declines.
• Latin America: Engagement remained at 75%, but some countries like Mexico and Brazil saw declines.

Employee Experience and Engagement

• The "Say, Stay, Strive" model is used to measure engagement, focusing on advocacy, retention, and motivation.
• Employees want more exposure to senior leadership and strategy, as well as opportunities for skill development and knowledge application.
• The report highlights the importance of addressing the "future" in engagement strategies, as employees seek clarity and direction.

Strategic Recommendations

• For Below-Average Engagement Companies: Focus on Enabling Infrastructure, Talent & Staffing, and EVP to achieve double-digit improvements.
• For Average Engagement Companies: Improve Talent & Staffing, Empowerment & Autonomy, and Senior Leadership.
• For Extraordinary Engagement Companies: Focus on Talent & Staffing, Enabling Infrastructure, and Career Opportunities.

Final Thoughts

• Employee engagement is a critical factor in creating business value, as people are the key intangible asset.
• A strong culture of engagement can differentiate organizations, especially during times of change and uncertainty.
• Aon recommends working with experienced consultants to identify and address the most impactful engagement areas.

About Aon's Employee Engagement Practice

Aon provides global consulting and HR measurement tools, using millions of employee survey responses to benchmark engagement levels. Their approach integrates assessments, selection, and talent analytics to help organizations improve the employee experience and drive engagement. For more information, contact Aon's Global Culture & Engagement Team.