The 2018 Global Employee Engagement Trends results published last week caused another round of discussion about employee engagement. In comparison to the three-point-drop last year, the APAC region saw a surge to its highest number of 65% while the numbers for Singapore stayed the same with Singaporean employees remaining as the least engaged in the region.
Employee engagement encompasses more than job satisfaction. It is defined as “the level of an employee’s psychological investment in their organization.“ It is about company advocates, loyalty and motivation. The employees were asked:
- If they Say positive things about their organization and act as advocates.
- If they intend to Stay at their organization for a long time.
- If they are motivated to Strive to give their best efforts to help the organization succeed.
The top 5 engagement opportunities in Singapore:
- Career Opportunities
- Senior Leadership
- Enabling Infrastructure
- Work/Life balance
The study also showed that the engagement of full-time working Millennials in Singapore dropped to 56%. How do you attract and retain talent? What is your strategy in regard to Millennials (born between1981-1996) and Generation Z ((born between 1996 and 2010)?
I selected some articles on employee engagement regarding Millennials and Generation Z and hope you will enjoy reading them:
The needs of each generation may be diverse, they may see rewards and recognition differently and they may take a different approach to ownership of the work. But they all have some commonalities that employers can build upon. Whatever the mix in an organization, employees need some of the basics to be engaged.
Millennials are quickly becoming the largest employee demographic. In less than two years they’ll be the majority, and by 2025, they’ll account for 75% of the entire workforce. It’s important to address the changes that come from having a younger workforce now so that companies are prepared for the wave of change as their senior staff starts to retire.
To lead effectively, it’s important to understand what drives them, particularly when it comes to the cohort that’s coming up behind me: Generation Z.
HR conferences host a wide range of discussions on how to hire, support and retain younger workers — often reflexively referred to as millennials — and one critical component of these efforts is benefits. Employers can't afford to overlook the unique requirements and inclinations of key segments of the multigenerational workforce when it comes to the benefits offered and how they are administered.
Organizations of all shapes and sizes are facing a newfound imperative to effectively recruit the up-and-coming talent pool knows as Generation Z (Gen Z). Companies are quickly realizing that Gen Z (the pre-teens and teens born roughly between 1996 and 2010) constitute a rare and distinct breed of employee. This demographic has unique values, priorities, and work outlooks as compared to Millennials.
BONUS: Millennial employees are a lot more loyal than their job-hopping stereotype