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\n Annual report finds top engagement drivers shifted significantly during 2020 <\/p>\n
SINGAPORE
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According to the 2021 Singapore Employee Experience Trends Report<\/a>, four of the top five employee engagement
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The engagement drivers to drop out of the top five were a clear link
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Employee engagement in
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Despite the challenges faced by businesses and government in 2020,
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Well-being, which is an important contributor to overall EX, continues
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Despite this, only 56% of employees in Singapore rated their overall
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Lauren Huntington, EX Solutions Strategy, Qualtrics Southeast Asia,
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“As a hybrid work arrangement takes
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Listening up, positive action
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According to the Qualtrics study, more than nine in 10 Singaporean
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“While it’s pleasing to see more employers listening to their teams, the
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“The business impact of listening and acting on feedback is huge. When
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About the study<\/b><\/p>\n
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The 2021 Global Employee Experience Trends Report examined more than
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To download the full 2021 Global Employee Experience Trends Report,
\n–\u00a0Media OutReach<\/a>\u00a0–\u00a08 February 2021 –\u00a0New research released today by Qualtrics<\/a>, the
\nleader in employee experience (EX) and\u00a0creator of the experience
\nmanagement (XM) category, has revealed significant shifts to the drivers of
\nemployee engagement in Singapore in 2021. <\/p>\n
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\ndrivers changed over the last year. Creating a sense of belonging, and
\ncontinually improving ways of working emerged as the top two drivers of
\nemployee engagement. Confidence in senior leadership – which was second in last
\nyear’s list – ranked third, followed by managers role modelling effective
\ncollaboration with other teams, and effective collaboration between teams.<\/p>\n
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\nbetween work and the company’s strategic objectives, managers who help
\nemployees with career development, opportunities for learning and development,
\nand recognition for good work. <\/p>\n
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\nSingapore on the rise<\/b>\u00a0 <\/p>\n
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\noverall levels of employee engagement in Singapore increased to 56% in 2020,
\nfrom 47% in 2019. This is in line with the global average, which rose 13% in
\nthe last year (66% vs. 53%). Intent
\nto stay with an organisation three years or more also increased to 56%, from
\n43% in 2019. <\/p>\n
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\nto be a priority for workers and is predicted to be a key trend for
\norganisations in 2021. A sense of belonging is of particular importance in the
\ncontext of well-being. Singapore employees who feel like they belong are more
\nthan 4x more likely to rate their well-being favourably than those who feel
\nlike they don’t belong (75% vs. 18%). <\/p>\n
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\nwell-being as favourable, down 13% from mid-2020, and below the global average
\nof 67%. <\/p>\n
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\nsaid: “2020 has irreversibly changed the working world, and so it is
\nunsurprising we have seen engagement drivers shift considerably this year. As
\nbusinesses and governments look forward to 2021 we expect to see these
\nengagement drivers change once again as restrictions continue to change. To
\nensure teams are provided with the support and services they need in fast
\nchanging situations it is critical leaders are able to understand how emerging
\ntrends are reshaping the workplace, and what they can do to design and improve
\nemployee experience.” <\/p>\n
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\nhold across the globe, it is important that organisations coach and equip their
\nfrontline managers to effectively support their teams,” said Mayank Parekh,
\nCEO, Institute for Human Resource Professionals (IHRP). “Organisations should take
\na holistic view of the employee life cycle, leveraging data insights to deliver
\na more compelling employee experience. This survey reinforces the vital role of
\nHR’s in building competency in areas such as employee belonging, collaboration
\nand ways of working, as well as supporting the well-being of employees<\/a>.”<\/p>\n
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\n
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\ndown<\/b><\/p>\n
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\nemployees (93%) believe it’s important their company listens to feedback.
\nCompared to 12 months previously more employees are being listened to, with the
\nvolume of respondents saying they have an opportunity to feedback increasing to
\n74% in 2020 (up from 65%). However, only 21% say their company acts on it very
\nwell – which is a 4% decrease over the same period.<\/p>\n
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\nstudy outlines the critical importance of acting on feedback. There is no one
\nsize fits all approach to improving the employee experience. By capturing
\nresponses from their teams across the entire employee lifecycle and in key
\nmoments that matter, businesses are able to design improved experiences.” <\/p>\n
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\norganisations do take action, scores increase across employee engagement (90%),
\nwellbeing (88%) and intent to stay (87%),” said Huntington.\u00a0 <\/p>\n
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\n11,800 full-time employees across 20 different countries around the world, to
\nfind out what’s changed in employee experience, and what is driving employee
\nengagement in a post-COVID world.\u00a0More than 330 respondents polled were
\nfrom Singapore. <\/p>\n
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\nplease\u00a0click here<\/a>.\u00a0<\/p>\n
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