Recently, I reviewed the annual Global Employee Engagement Report by Gallup, which highlighted that employee engagement levels in Hong Kong and worldwide are at a multi-year low. Over 57% of employees are contemplating changing jobs.

Research suggests that fostering an inclusive culture is crucial for engaging younger generations like Gen Z and Millennials in diversified workplaces. It seems likely that providing meaningful work, competitive salaries, and clear career paths will attract and retain e-Generations. The evidence leans toward enhancing communication, offering development opportunities, and promoting collaboration across generations as effective strategies. There may be controversy around balancing financial incentives with purpose-driven work, given varying generational priorities.

However, many companies are currently facing financial constraints and have cut back on various initiatives. So, how can we retain talent in this challenging environment? More importantly, how can we achieve this at a low cost?

I’m recently organizing a Networking Event for HR professionals to share insights and brainstorm effective strategies for improving employee engagement in such conditions. Wish we could have more insights on the good way out under the challenging moments!

最近，我審閱了GALLUP的年度全球員工投入度度報告，該報告指出香港及全球的員工敬業度處於多年來的最低水平。超過57%的員工正在考慮跳槽。

研究顯示，在多元化的工作場所中，打造包容的文化對於吸引年輕一代（如Z世代和千禧一代）的參與至關重要。提供有意義的工作、具競爭力的薪酬以及清晰的職業發展路徑，很有可能吸引並留住電子世代的員工。證據表明，加強溝通、提供發展機會以及促進跨世代協作是有效的策略。然而，平衡財務激勵與目的驅動的工作可能存在爭議，因為不同世代的優先事項各異。

然而，許多公司目前正面臨財務限制，已經削減了多項舉措。那麼，在這種充滿挑戰的環境中，我們如何留住人才？更重要的是，如何以低成本實現這一目標？

我最近正在為人力資源專業人士舉辨每月一場的聯誼活動，旨在分享見解並集思廣益，探討在這種條件下如何提升員工敬業度的有效策略，希望能找到良好出路的見解！

Staff Engagement a matter

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Staff Engagement a matter