Engaging employees on the increase worldwide
Despite the economic environment, the level to which employees are engaged has somewhat increased worldwide during the year, according to a report from Aon Hewitt. A positive sign considering that we know that engaging employees influences business performance.
Referring to data collected by Aon Hewitt from 3,100 companies worldwide, the level of employee engagement has slightly increased from 56% in 2010 to 58% in 2011. To evaluate engagement, the consulting firm relied on different criteria: how the employees tout the merits of their organization to those around them, their high desire to be part of the company and their participation in success of projects.
Regional differences
As in previous years, differences appear in engagement depending on the geographic area. Latin America remains the highest level (71%), followed by North America (64%), Asia-Pacific (58%) and Europe (52%). But it is especially the 3 percentage point change in the Asia-Pacific region that has increased the global level, with the other regions changing very little.
The study also shows improvements in certain key factors related to the good image that employees may have of their company. Among the biggest increases are said to be effectiveness of leadership of the division or business unit, which increased from 54% to 61% from 2010 to 2011. Other positive factors include improvement in human resources practices in order to create a beneficial work environment and customer relations seen as rewarding. On the other hand, certain categories experienced an image deficit in areas such as effectiveness in communications, work environment, innovation and safety in the workplace.
Keys to better engagement
Aon Hewitt took advantage of publishing this report to provide some tips to obtain greater engagement in the business. According to the firm, career opportunities have been the main engine of engagement among employees for four years. Despite delayed retirements and low staff turnover, companies can play on different factors: preparing employees for a job change or the use of lateral advancement opportunities for key employees. But other criteria also appear to be important in the eyes of employees to improve their engagement. For businesses, still according to Aon Hewitt, work needs to be done on different aspects: recognition at work, the company’s good reputation, internal communication, effective performance and salary management. These are all aspects that should contribute to improving business performance.
Despite the economic environment, the level to which employees are engaged has somewhat increased worldwide during the year, according to a report from Aon Hewitt. A positive sign considering that we know that engaging employees influences business performance.
Referring to data collected by Aon Hewitt from 3,100 companies worldwide, the level of employee engagement has slightly increased from 56% in 2010 to 58% in 2011. To evaluate engagement, the consulting firm relied on different criteria: how the employees tout the merits of their organization to those around them, their high desire to be part of the company and their participation in success of projects.
Regional differences
As in previous years, differences appear in engagement depending on the geographic area. Latin America remains the highest level (71%), followed by North America (64%), Asia-Pacific (58%) and Europe (52%). But it is especially the 3 percentage point change in the Asia-Pacific region that has increased the global level, with the other regions changing very little.
The study also shows improvements in certain key factors related to the good image that employees may have of their company. Among the biggest increases are said to be effectiveness of leadership of the division or business unit, which increased from 54% to 61% from 2010 to 2011. Other positive factors include improvement in human resources practices in order to create a beneficial work environment and customer relations seen as rewarding. On the other hand, certain categories experienced an image deficit in areas such as effectiveness in communications, work environment, innovation and safety in the workplace.
Keys to better engagement
Aon Hewitt took advantage of publishing this report to provide some tips to obtain greater engagement in the business. According to the firm, career opportunities have been the main engine of engagement among employees for four years. Despite delayed retirements and low staff turnover, companies can play on different factors: preparing employees for a job change or the use of lateral advancement opportunities for key employees. But other criteria also appear to be important in the eyes of employees to improve their engagement. For businesses, still according to Aon Hewitt, work needs to be done on different aspects: recognition at work, the company’s good reputation, internal communication, effective performance and salary management. These are all aspects that should contribute to improving business performance.