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China Employee Engagement Increases to 69%, Rising Above Asia Pacific Average

Malaysia Bounces Back With 4-Point Increase in Employee Engagement

Employee Engagement In The Philippines Bounces Back By 6 Points
 

China Employee Engagement Increases to 69%, Rising Above Asia Pacific Average

SHANGHAI, 7 MAY 2018—Employee engagement in China rose by 2 points to 69%, according to a new report from Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions. This reflects a burgeoning middle class and robust economy whose fundamentals suggest continued growth.
 
After a three-point drop in engagement last year, employee engagement in Asia Pacific bounced back to its highest level at 65 percent. While overall employee engagements score for China is higher than key Asia Pacific economies such as Singapore (59%) and Australia (60%), it is still lagging behind India (71%), Philippines (71%), and Indonesia (76%).

Aon research has found that a 5% increase in employee engagement is linked to a 3% increase in revenue growth in the subsequent year.

‘Career Opportunities’ a Top Engagement Driver in China

The Aon study finds that ‘Career Opportunities’ tops the list of engagement drivers in China, with ‘Senior Leadership’ and ‘Rewards & Recognition’ rounding up the top three. This demonstrates that China employees are seeking a work environment that supports their professional development, expecting more from their senior leaders and seek to be recognised for their effort.

Top 5 Engagement Opportunities in China

1. Career Opportunities

2. Senior Leadership

3. Rewards & Recognition

4. Employee Value Proposition (EVP)

5. Enabling Infrastructure

Millennials Still Pose a Challenge

With the rise of internet platforms and the challenge from start-ups, engaging the millennial workforce is the need of the hour for Chinese companies. Only 60% of millennials feel that they can try new things even if they lead to occasional mistakes. At the same time, only 61% of millennials feel that their organisation’s mission provides meaningful direction to them.

However, there is optimism around inclusivity in the workforce—with 70% of millennials feeling that they have a work environment that is accepting of diverse backgrounds and ways of thinking.

Audrey Widjaja, Partner, Talent Practice Leader, Talent, Rewards & Performance, Aon Greater China, says: “Increasing engagement is a shared responsibility—senior leadership must encourage their team members to own their engagement levels, by creating an environment where employees are empowered to develop new skills, chart their career journeys, and maximise their potential. Aon’s research shows that organisations with above average engagement levels see better employee productivity and higher customer satisfaction scores—factors that can significantly improve performance and decrease volatility in business outcomes.”

In the 2018 Trends in Global Employee Engagement study, Aon analysed more than 8 million employees at over 1,000 organisations around the world.

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Malaysia Bounces Back With 4-Point Increase in Employee Engagement

KUALA LUMPUR, 11 May 2018—After a two-point drop last year, employee engagement in Malaysia rose by four points to 63%, according to a new report from Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions.
 
While overall employee engagement score for Malaysia is higher than key Asia Pacific economies such as Australia (60%) and Singapore (59%), it lags behind India (71%) and China (69%). Malaysia also scored lower than neighbouring Indonesia (76%), Philippines (71%), and Thailand (64%).

According to Aon research, improving engagement pays dividends. A five point increase in employee engagement is linked to a three point increase in revenue growth in the subsequent year.

‘Work-Life Balance’ a Top Engagement Driver in Malaysia

The Aon study finds that ‘Work-Life Balance’ and ‘Career Development’ top the list of engagement drivers in Malaysia. With technological advances and a connected work environment, the lines between work and personal lives have blurred, demonstrating the significance of a flexible working culture. In addition, Malaysian employees seek organisations that are ready to invest in their careers and professional development.

Top 5 Engagement Opportunities in Malaysia

1. Work-Life Balance

2. Career Development

3. Diversity and Inclusion

4. Rewards and Recognition

5. Employee Value Proposition

Millennials Pose a Challenge

With rapid digitisation and competition from start-ups for millennial talent, engaging the millennial workforce is the need of the hour for Malaysian companies. Only 46% of millennials feel that they have someone in their organisation who provides them with valuable guidance and counselling about their career. At the same time, only 57% of millennials feel that future career opportunities in their organisation look good.

However, there is optimism around inclusivity in the workforce. Two-thirds of millennials feel that they have a work environment that is accepting of diverse backgrounds and ways of thinking.

Prashant Chadha, Managing Director, Malaysia & Philippines, Talent, Rewards & Performance, Aon, says: “Economists predict a stronger economy for Malaysia in 2018, which means the war for top talent will continue to escalate. Malaysian companies need to invest in “continuous listening” to be in sync with the evolving expectations of their workforce and act on feedback quickly to transform employee experience. At the same time, they must attract top talent who are “wired for engagement” by using sophisticated assessment tools.”

Vernon Goh, Engagement Practice Leader, Malaysia, Talent, Reward & Performance, Aon, says: “In Malaysia, the increase in engagement levels is a result of the continuing efforts of best-in-class organisations in creating a holistic employee experience that provides opportunities and flexibility to thrive now and in the future. However, increasing engagement is a shared responsibility—senior leadership must encourage their team members to own their engagement levels, by creating an environment where employees are empowered to develop new skills, chart their career journeys, and maximise their potential.”

In the 2018 Trends in Global Employee Engagement study, Aon analysed more than 8 million employees at over 1,000 organisations around the world. To learn more about and download the full report, visit: www.aon.com/engagement18

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Employee Engagement In The Philippines Bounces Back By 6 Points

MANILA, 30 May 2018—Employee engagement levels in the Philippines rose by six points to 71%, according to a new report from Aon, a leading global professional services firm providing a broad range of risk, retirement and health solutions.

Philippine’s increase is significant when compared to the 9-point drop it experienced last year. According to Aon research, improving engagement pays dividends. A five-point increase in employee engagement is linked to a three-point increase in revenue growth in the subsequent year.

Overall employee engagement score for the Philippines is higher than key Asia Pacific economies including China (69%), Thailand (64%), Malaysia (63%), Australia (60%), and Singapore (59%).

‘Talent & Staffing’ A Top Engagement Driver In The Philippines

The Aon study finds that ‘Talent & Staffing’ and ‘Empowerment and Autonomy’ top the list of engagement drivers in the Philippines. ‘Talent and Staffing’ refers to talent attraction and retention practices of an organisation, as well as its ability to allocate appropriate and adequate resources to get the job done. This is important as it may impact the quality of work produced, and directly affect employees’ experience of work-life balance and their sense of achievement. 

In addition, Filipino employees seek organisations that provide flexibility for them to plan and take decisions to best complete their work. 

Top 5 Engagement Opportunities in Philippines

1. Talent & Staffing

2. Empowerment/Autonomy

3. Rewards & Recognition

4. Career & Development

5. Senior Leadership

How To Engage Millennials?

The Philippines is home to one of the world’s youngest employee populations, with half below 34 years of age.

While 75% of millennials feel that their organisation actively supports the learning and development of its employees, only 53% report being fairly paid compared to other employees in the same roles in their organisation. Moreover, only 58% feel they get recognised (beyond pay) for their contributions in the organisation.

Prashant Chadha, Managing Director, Malaysia and Philippines, Talent, Rewards & Performance, Aon, says: “The jump in engagement level is a result of the continuing efforts of leading organisations in creating a holistic employee experience across generations. This includes investments in Health & Wellbeing programmes. However, rapid digitisation and the increasing number of millennial employees indicate an urgent need for employers to transform their people practices. Filipino companies must invest in “continuous listening” and act on feedback quickly. At the same time, they must select top talent who are “wired for engagement” by using sophisticated assessment tools.”

In the 2018 Trends in Global Employee Engagement study, Aon analysed more than 8 million employees at over 1,000 organisations around the world. To learn more about and download the full report, visit: www.aon.com/engagement18

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