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06. Employee Engagement in Global Context: Reasearch Findings & Conclusion


6.1. Gallup study (2004)
Gallup studies have found the levels of engagement of developed Asian and Australian Continent countries
Australia 18%, China 12%, Japan 9%, New Zealand 17% and Singapore 9%. .
6.2. Towers Perrin Survey in 2003, 2005, and 2007 (Gebauer and Lowman, 2009).
The survey used data collected from more than 85,000 employees from 16 countries.
Towers Perrin Survey findings can be summarized as follows,
Overall 24% of employees worldwide were disengaged, 62% of employees were moderately engaged, and Only 14% of employees were considered to be highly engaged.
Country wise percentages of highly engaged workforce,
 Mexico (40%) ,Brazil (31%) , United States (21%) ,Canada (17%) , Europe (11%) .Asia (7%).
6.3. Aon Hewitt survey - 2017 Global Engagement Trends
Every year, Aon Hewitt measures employee engagement for more than 1,000 organizations around the globe. This study has been conducted using data from more than five million employee responses in 2015 and 2016 . The responses come from organizations with as few as 100 employees to the most complex organizations with hundreds of thousands of employees. More than 60 industries are represented in the study. In addition to measuring employee engagement, this study also measures 15 work experience dimensions: Employee Value Proposition (EVP), Reputation, Career Opportunities, Collaboration, Diversity and Inclusion, Empowerment/ Autonomy, Enabling Infrastructure, Learning and Development, Manager, Performance Management, Rewards and Recognition, Senior Leadership, Talent and Staffing, Work Fulfillment, and Work/Life Balance( Hewitt, 2017). 
Key Findings:
                                  (Source: Aon Hewitt survey, 2017)

6.4.  Conclusion
Current business environment is very turbulent and dynamic. Today’s technology may not help for tomorrow. Due to the rapid changes in customer demands and other macro environment factors (PESTEL & SWOT) Today popular products and services may outdated tomorrow. Because of this consistent change, an organization can’t keep competitive advantages over long time since it can be either copied or obsolete. But having engaged employees may be a key to competitive advantage. They always deliver more than the job description and prepared to change. Engaged employees are having proper knowledge on company vision, Mission & Goals and they are always working with innovative thinking. Therefore engaged employees can bring organization forward and ensure achieving its vision. Organization also should invest more on Building Employees Engagement. Discover and apply more strategies covering the principles of Employee involvement and participation, Employee career development, Employee recognition and rewards and Internal communication between management and employees will be key to success.

List of References
Aon Hewitt (2017) 2017 Trends in Global Employee Engagement:Global anxiety erodes employee engagement gains. Available at  http://www.aon.com/unitedkingdom/attachments/trp/2017-Trends-in-Global-Employee-Engagement.pdf [Accessed on 1st October 2018]
  
Gallup Organisation (2004), Available: www.gallup.com. Access : October 1, 2018.
Hewitt Associates.  (2004). Employee Engagement Higher at Double Digit Growth Companies, Research Brief, Hewitt Associates LLC.


Towers Perrin (2003), Working Today: Understanding What Drives Employee  Engagement, Towers Perrin HR Services

Comments

  1. Ruwini PereraJanuary 13, 2020 at 2:20 AM

    Dear Suresh, well illustrated writing on Employee Engagement.
    It further explains the concept of employee work engagement to which workers are implicated with, committed to and passionate about their work. It provides a contemporary issues on how to measures and promote employee engagement, the role that mental health may play, and corporate case studies on promoting engagement. It has examined the concepts of employee engagement (Bhavani, Sharavan and Arpitha, 2015)

    ReplyDelete
  2. SURESH RODRIGOJanuary 15, 2020 at 11:24 PM

    You are correct Ruwani Employee engagement is difficult to measure because as per Kahn (1990) in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. Physical activities can be measured to some extent but measuring others are challenging

    ReplyDelete
  3. Dharshika SatheejaJanuary 28, 2020 at 10:10 AM

    i Suresh, It is well structured blog and very informative and shared Employee Engagement to international statistics. In the global content, the true cost of replacing employees can be twice their base salaries depending on their wage, role and experience. The cost of replacing high performers who often deliver 400 percent more in productivity than their average counterpart can be higher still (Misra, 2018).

    ReplyDelete
    Replies
    1. SURESH RODRIGOJanuary 30, 2020 at 4:15 AM

      Dear Dharshika,
      Further to the above, Dube (2010) says following costs also associated with replacing employees, substantial size of replacement costs per recruiting, the large lost happen in the quantity of works, cost on establishment policies and training .

      Delete
  4. Engage2winMarch 6, 2020 at 10:36 PM

    We are a team of expert professionals, striving to foster effective employee engagement and reinforce team spirit. We study your requirements and put together our expertise to rejuvenate your team.connect with us at EMPLOYEE ENGAGEMENT ACTIVITIES

    ReplyDelete
  5. manish kumarAugust 25, 2021 at 2:44 AM

    Engaged employees care for the company, they’re not simply working for salary and promotions but they also work effectively and efficiently for the growth of the company. Online employee engagement activities have become the most popular topic for leaders and HR professionals, because of the pandemic conditions. Filled with unique fun virtual entertaining games that help employees connect with others

    ReplyDelete
  6. SOS BoosterSeptember 2, 2021 at 1:56 AM

    Nice Blog! Virtual Employee Engagement Activities are one of the great ways to improve the relationship between an company and its remote employees.

    ReplyDelete
  7. ajaykrNovember 11, 2021 at 4:05 AM

    Wonderful blog! Engaged employees are always committed to their company and are more productive and innovative. Companies can increase their employee engagement by planning strategic activities. To execute these planned events Employee Engagement Calendar plays an important role. Companies can use these calendars to get a head start and their employees will never miss an opportunity for employee engagement again.

    ReplyDelete
  8. SOS BoosterMarch 26, 2022 at 4:09 AM

    Looking for the best Employee engagement company in India that offers various best team building activities and ideas for office employees. So, you are at the right place. Click here to read more about this. sosparty.io

    ReplyDelete

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