2018年全球员工敬业度趋势研究报告（英文版）_17页_2mb

2018 Trends in Global Employee Engagement Summary

Core Content

The 2018 Trends in Global Employee Engagement report highlights a global rebound in employee engagement, reaching its all-time high of 65% in 2017. This recovery was driven by significant improvements in the Asia Pacific (APAC) region, Africa, and Europe, while Latin America and North America remained relatively stable or slightly declined. The report emphasizes that employee engagement is not just about satisfaction but about the psychological investment employees make in their organizations.

Main Points

Global Engagement Trends

• Global Engagement: Rose to 65%, a 2-point increase from 2016, matching the all-time high.
• Highly Engaged Employees: Increased from 24% to 27%, indicating a stronger willingness to bring their "whole self" to work.
• Engagement Drivers: The top engagement drivers globally are:
  • Rewards & Recognition
  • Senior Leadership
  • Career & Development
  • Employee Value Proposition (EVP)
  • Enabling Infrastructure
• "Say, Stay, Strive" Scores:
  • Say: 70%
  • Stay: 61%
  • Strive: 64%

Regional Analysis

Asia Pacific (APAC)

• Engagement increased by 3 points to 65%.
• Top Improving Markets: India, China, and Japan each improved by 2 points.
• Outliers: Malaysia (+4 points), Philippines (+6 points), and Indonesia (+15 points).
• Declined Dimensions: Customer Focus (-2 points), Mission/Values (-4 points).
• Top Drivers: Senior Leadership (+4 points), Rewards & Recognition (+3 points), Career Development (+3 points).

Africa

• Engagement increased by 5 points to 66%.
• Top Improving Dimensions: Talent & Staffing (+5 points), EVP (+6 points), and Mission/Values (+7 points).
• Improvement Over Time: Engagement increased from 61% in 2016 to 66% in 2017, showing a strong five-year growth trend.
• Top Drivers: Talent & Staffing, EVP, and Mission/Values.

Europe

• Engagement increased by 2 points to 60%.
• Top Improving Countries: France (+6 points), Netherlands (+7 points), Austria and Sweden (+9 points each).
• Top Drivers: Senior Leadership, EVP, and Career Development.
• UK Decline: The UK experienced the largest decline in engagement among the 29 largest markets, likely due to Brexit uncertainty.

North America

• Engagement remained flat at 64%.
• Top Drivers: Mission/Values (+5 points), Customer Focus (+3 points), Diversity & Inclusion (+2 points), and Rewards & Recognition (+2 points).
• Declined Dimensions: Enabling Infrastructure (-6 points), Work/Life Balance (-5 points), and Diversity & Inclusion (-4 points).

Latin America

• Engagement remained flat at 75%.
• Top Drivers: Senior Leadership (-1 point), Career & Development (-1 point), Rewards & Recognition (no change), Talent & Staffing (+2 points), and Enabling Infrastructure (no change).
• Declining Markets: Mexico, Brazil, Colombia, Argentina, Peru, and Chile all saw declines in engagement.
• Top Improving Markets: Costa Rica, the Dominican Republic, and Venezuela offset some of the declines.

Key Findings

• Rewards & Recognition remains the strongest driver of engagement globally, surpassing the conventional belief that pay is a "hygiene" factor.
• "The Future" is a Major Focus: Employees are increasingly interested in understanding the organization's strategy and future direction.
• Skills and Knowledge: Employees want opportunities to develop skills and knowledge that will be relevant for their future roles.
• Communication and Leadership: The report highlights the importance of communication with leadership at all levels and the role of Senior Leadership in driving engagement.
• Work Experience Dimensions: Aon measures 16 work experience dimensions, including:
  • Career & Development
  • Collaboration
  • Customer Focus
  • Decision-making
  • Diversity & Inclusion
  • Empowerment/Autonomy
  • Enabling Infrastructure
  • Employee Value Proposition (EVP)
  • Manager
  • Mission/Values
  • Performance Management
  • Rewards & Recognition
  • Senior Leadership
  • Talent & Staffing
  • Work Tasks
  • Work/Life Balance

Engagement by Country

• Global: 65% engagement, up 2 points from 2016.
• APAC: 65% engagement, up 3 points.
• Africa: 66% engagement, up 5 points.
• Europe: 60% engagement, up 2 points.
• North America: 64% engagement, flat.
• Latin America: 75% engagement, flat.

Recommendations

• Companies should focus on the top engagement drivers to improve employee engagement.
• For companies with below-average engagement, the most impactful focus areas are:
  • Enabling Infrastructure
  • Talent & Staffing
  • EVP
• For companies with average engagement, the focus should be on:
  • Talent & Staffing
  • Empowerment & Autonomy
  • Senior Leadership
• For companies with extraordinary engagement, the focus areas are:
  • Talent & Staffing
  • Enabling Infrastructure
  • Career Opportunities

Conclusion

The report underscores that employee engagement is a critical driver of business success and that understanding and addressing the specific needs of employees across different regions is essential. The "Say, Stay, Strive" model provides a clear framework for assessing and improving engagement. Aon recommends that organizations work with experienced consultants to tailor strategies and interventions that align with their unique engagement focus areas.

About Aon

Aon offers global consulting and HR measurement technology to help organizations improve employee engagement and the overall employee experience. Their team of experts can guide companies toward "outlier" status in engagement. For more information, contact:

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

For more details on Aon's services, visit www.aon.com.