Qualtrics-2021年员工体验趋势（英文）-2021.1-32页_7mb

2021 Employee Experience Trends Summary

Core Content

This report outlines the key trends in employee experience as observed in 2020, with a focus on how these changes have influenced engagement, intent to stay, and well-being. It provides insights into the evolving priorities of employees and the role of leadership and management in shaping a positive workplace environment.

Key Trends in 2020

• Employee Engagement: Increased by 13 percentage points from 2019, reaching 66%. This rise reflects a shift in organizational dynamics and a greater emphasis on employee well-being and belonging.
• Intent to Stay: Rose by 17 percentage points, with 70% of employees expressing a desire to stay in their current roles for at least three years.
• Listening to Feedback: Improved, with 69% of employees feeling their company listens regularly, up from 63% in 2019.
• Taking Action on Feedback: Declined significantly, with only 27% of employees believing their company acts on feedback well, a drop of 7 percentage points from 2019.

Main Drivers of Engagement

• Belonging: A major driver of engagement, with 73% of employees feeling they belong at their organization.
• CSR (Corporate Social Responsibility): Employees value their company's efforts to have a positive impact on the world.
• Manager Effectiveness: Strongly correlated with employee engagement, well-being, and intent to stay. Empowering managers can significantly improve these metrics.
• Work-Life Balance: Employees are more aware of their personal well-being and need for flexibility, especially in the context of remote work.

Impact of Belonging on Engagement and Well-Being

• Employees who feel they belong are 3.5 times more likely to be engaged.
• Those who feel they belong are also more likely to rate their well-being favorably.
• A sense of belonging is linked to feeling valued, respected, and having open communication.

Employee Well-Being

• 67% of employees worldwide rated their well-being favorably.
• Well-being is influenced by factors such as:
  • Feeling like they belong
  • Being able to be themselves at work
  • Feeling valued as part of a team
  • Open communication
  • Being treated with respect
• Well-being improves with seniority, with executives (87%) rating it more favorably than junior employees (60%).

Feedback and Action

• 92% of employees believe it is important for their company to listen to feedback.
• Only 7% feel their company acts on feedback extremely well.
• Feedback-action gap: Companies that do not act on feedback can see worse engagement than those without any feedback mechanism.

Manager Effectiveness

• Managers are critical in shaping the employee experience.
• They influence:
  • Belonging through support and communication
  • Engagement by translating company strategy into meaningful actions
  • Well-being by being responsive to employee needs
• Open communication and support during change are key qualities that managers can embody.

Key Recommendations

1. Focus on Belonging: Create inclusive environments where employees feel valued and respected.
2. Act on Feedback: Turn feedback into meaningful actions to improve engagement and well-being.
3. Empower Managers: Provide managers with the tools and support to foster a positive employee experience.
4. Prioritize Well-Being: Offer flexibility, support for personal responsibilities, and a culture of care.

Methodology

• Survey Period: October and November 2020
• Respondents: 11,864 full-time employees aged 18+ from 20 countries
• Demographics:
  • Age: 30-39 (29.21%), 40-49 (25.19%), 50-59 (19.70%), 60+ (9.17%)
  • Tenure: 10 years or more (40.23%), 5-10 years (22.22%), 3-5 years (16.20%)
  • Gender: Female (50.09%), Male (49.54%), Non-binary/Transgender (0.18%)

Industry Breakdown

• Top industries:
  • Finance or Insurance (10.17%)
  • Healthcare or Social Assistance (9.74%)
  • Retail or Consumer Packaged Goods (9.91%)
  • Manufacturing (10.14%)
  • Other Government/Public Sector (15.45%)

Conclusion

The 2020 global crisis has reshaped the employee experience landscape, with a growing emphasis on belonging, well-being, and the importance of acting on feedback. While engagement and intent to stay have improved, the disconnect between listening and acting remains a challenge. Managers play a central role in bridging this gap and fostering a supportive, inclusive workplace. Organizations must prioritize these areas to create a more resilient and engaged workforce in 2021 and beyond.