AON-2018年全球员工敬业度趋势研究报告（英文版）-2017-19页-2mb

2018 Trends in Global Employee Engagement Summary

Core Content

The 2018 Trends in Global Employee Engagement report highlights a significant rebound in employee engagement levels, reaching an all-time high of 65% globally, up two points from 2016. This improvement is primarily driven by the Asia-Pacific (APAC) region and Africa, with notable declines in the United Kingdom and some markets in Latin America.

Main Viewpoints

• Global Engagement Rebound: Employee engagement rebounded after a dip in 2016, reaching its highest level since 2015. The increase was fueled by APAC and Africa, where engagement levels rose significantly.
• Key Drivers of Engagement: The strongest drivers of engagement globally are Rewards & Recognition, Senior Leadership, Career & Development, Employee Value Proposition (EVP), and Enabling Infrastructure.
• Employee Experience: The report emphasizes that employee engagement is not just about satisfaction but about the psychological investment employees make in their organizations. It outlines the "Say, Stay, Strive" model to measure engagement.
• Regional Insights: Each region shows distinct trends, with APAC and Africa leading the charge in engagement improvements, while Latin America and North America remained relatively stable, and Europe showed moderate growth.

Key Information

Global Engagement Trends

• Engagement Level: 65% (up 2 points from 2016).
• Say: 70% (up 2 points).
• Stay: 61% (up 1 point).
• Strive: 64% (up 2 points).
• Top Engagement Opportunities:
  • Rewards & Recognition (+3)
  • Senior Leadership (+2)
  • Career & Development (+2)
  • EVP (+3)
  • Enabling Infrastructure (+2)
• Largest Positive Dimension Increases:
  • Talent & Staffing (+3)
  • EVP (+3)
  • Rewards & Recognition (+3)
  • Enabling Infrastructure (+2)
  • Career & Development (+2)

APAC's Big Rebound

• Engagement Level: 65% (up 3 points).
• Top Engagement Opportunities:
  • Rewards & Recognition (+3)
  • Senior Leadership (+4)
  • Career & Development (+3)
  • EVP (+3)
  • Enabling Infrastructure (+3)
• Largest Positive Dimension Increases:
  • Senior Leadership (+4)
  • Talent & Staffing (+3)
  • Enabling Infrastructure (+3)
  • EVP (+3)
  • Rewards & Recognition (+3)
• Notable Markets: China, India, Japan, Malaysia, and the Philippines showed strong improvements, while Thailand, Australia, and South Korea saw slight declines.

Latin America

• Engagement Level: 75% (no change from 2016).
• Top Engagement Opportunities:
  • Senior Leadership (-1)
  • Career & Development (-1)
  • Rewards & Recognition (no change)
  • Talent & Staffing (+2)
  • Enabling Infrastructure (no change)
• Largest Positive Dimension Increases:
  • Talent & Staffing (+2)
  • Mission/Values (+2)
  • Work Tasks
  • EVP (+1)
• Notable Markets: Mexico, Brazil, Colombia, Argentina, and Peru experienced declines, while Costa Rica, the Dominican Republic, and Venezuela saw gains.

North America

• Engagement Level: 64% (no change from 2016).
• Top Engagement Opportunities:
  • Rewards & Recognition (+2)
  • Customer Focus (+3)
  • Diversity & Inclusion (+2)
• Largest Positive Dimension Increases:
  • Mission/Values (+5)
  • Customer Focus (+3)
  • Diversity & Inclusion (+2)
  • Rewards & Recognition (+2)
• Notable Markets: Canada and the U.S. both had flat engagement, but the U.S. saw more dimensions improve compared to Canada.

Europe

• Engagement Level: 60% (up 2 points).
• Top Engagement Opportunities:
  • Senior Leadership (-1)
  • Rewards & Recognition (+3)
  • Career & Development (+3)
  • EVP (+4)
  • Enabling Infrastructure (+4)
• Largest Positive Dimension Increases:
  • Talent & Staffing (+6)
  • EVP (+4)
  • Enabling Infrastructure (+4)
  • Career & Development (+3)
  • Rewards & Recognition (+3)
• Notable Markets: France, the Netherlands, Austria, and Sweden showed significant improvements, while the U.K. had the largest decline.

Africa

• Engagement Level: 66% (up 5 points).
• Top Engagement Opportunities:
  • Rewards & Recognition (+4)
  • EVP (+6)
  • Career & Development (+4)
  • Talent & Staffing (+5)
  • Enabling Infrastructure (+4)
• Largest Positive Dimension Increases:
  • Mission/Values (+7)
  • EVP (+6)
  • Talent & Staffing (+5)
  • Work Tasks (+5)
  • Enabling Infrastructure (+4)
• Notable Markets: Nigeria, Egypt, South Africa, Algeria, and Morocco all showed significant improvements.

What Drives Engagement?

• The report identifies the top five engagement opportunities globally as:
  1. Rewards & Recognition
  2. Senior Leadership
  3. Career & Development
  4. Employee Value Proposition (EVP)
  5. Enabling Infrastructure
• It emphasizes that "the future" is a critical concern for employees, with a strong demand for exposure to leadership and strategy.
• Employees value opportunities for growth, empowerment, and a clear sense of purpose and direction.

Final Thoughts

• Employee engagement is a key driver of business value and organizational success.
• A Culture of Engagement can differentiate organizations, especially during times of change and uncertainty.
• Aon recommends focusing on specific engagement dimensions based on the organization's current level of engagement to maximize impact.

About Aon's Engagement Practice

• Aon provides global consulting and benchmarking services, integrated HR measurement technology, and tools for assessments, selection, and talent analytics.
• The report is based on data from over 8 million employee responses across more than 1,000 companies and 60+ industries.
• Aon encourages organizations to identify their top engagement focus areas and implement targeted interventions to improve the employee experience.

Contacts

• Ken Oehler, Ph.D. – Global Culture & Engagement Practice Leader
  • Email: ken.oehler@aon.com
• Christopher Adair, Ph.D. – Senior Consultant
  • Email: Christopher.adair@aon.com

About Aon

• Aon is a global leader in human resource solutions, with over 35,000 professionals in 90 countries.
• It offers a wide range of solutions in talent, retirement, and health, helping organizations drive performance and growth.