Employees In Hong Kong Less Engaged At Work Compared With India And China

Employee engagement in Hong Kong has declined consistently over the last three year, in stark contrast to the upward trend observed in employee engagement across the globe, according to a report published by Mercer.

Only 75% of Hong Kongers are satisfied with the companies they work for compared to 81% of their counterparts in the Mainland and other countries such as India.

In addition to that, Hong Kongers are less likely to endorse their organizations as good employers — 75% of employees in APAC would advocate for their companies as good places to work, while only 71% of employees are willing to do so in Hong Kong.

Overall Engagement levels across Asia Pacific
Results from Hong Kong, based on 2017 survey results

"To stay competitive, companies in Hong Kong need to foster a culture of empowerment and innovation for their people” said Jackson Kam, regional talent strategy leader for Mercer. He added, “Employees in Hong Kong feel lack of leadership communication and cross-functional collaboration within inhibit them at work.”

What may be a case for worry is that even among the engaged employees, only a small fraction are reportedly enthusiastic about going above and beyond their scope of work to help their companies thrive. And only 75% feel they have enough opportunity to continually learn and grow despite the growing emphasis and investment on learning and development at most organizations today.

“Engagement represents the best opportunity for Hong Kong to optimize the human capital it has. If performance and productivity are a combination of individual talent and engagement, the best way to optimize talent is to ensure it’s engaged. Although this seems obvious, many organizations still struggle to build the work environment they need to fully realize engagement in the workplace,” concluded Kam.

Mercer’s Hong Kong Employee Engagement Index survey is based on responses of employees from more than 40 companies in Hong Kong, representing various industries and jobs from global and local multinationals. It assessed employee engagement by measuring the level of pride, motivation and commitment employees have toward the organizations they work for.

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  1. Odd that Mercer’s engagement statistics, showing the majority of employees as engaged, whereas Gallup shows the majority of employees as not engaged. Frankly, I don’t put much stock in either, but rather prefer looking at what really successful companies do. Industry leaders, like Southwest Airlines, Capital One and BHP Billiton, and hundreds of private companies empower employees to think and act like owners, driving and participating in the profitable growth of the company. Their engagement and business results speak for themselves. These Forbes and Harvard Business Review articles provide more background: https://hbr.org/2018/01/more-than-a-paycheck