More than 80% of Hong Kong workers are not fully engaged in their work and are struggling to cope with work situations that don’t provide sufficient support. Employees are finding it difficult to sustain the kind of positive connection to their companies that yields consistent productivity—the result of more than a decade of pressure to do more with less, and responding to the challenges of global competition, ever-evolving technology and the on-going need for strict cost management. Towers Watsons Global Workforce Study also found that employees everywhere are working more hours, feeling more stress and are tired of workplace change. Hong Kong’s workforce is one of the world’s most disengaged, with only 19% of employees fully engaged, relative to a global figure of 35%.
“The survey results are disturbing; when we see such a large percentage of workers feeling disengaged, Hong Kong employers must contend with greater performance risks. A disengaged workforce makes companies more vulnerable to lower productivity, poorer customer service, greater rates of absenteeism and turnover, increased compliance risk and costs for chronic illnesses. Without attention and interventions aimed at improving on-the-job support for employees and creating a sense of attachment to the organization, the effects on business outcomes will continue to rise,” said Jeffrey Tang, Director of Talent & Rewards, Towers Watson Hong Kong.
Sustainable engagement starts with basic engagement, defined as employees’ willingness to expend discretionary effort on their job. It also requires enablement—having the tools, resources and support to do their job effectively, as well as energy, through a work environment that actively supports employees’ well-being.
Paul Arkwright
Publisher
