2024 Mercer Hong Kong Employee Engagement and Employee Experience Report: Creating a Sustainable Employee Experience 

What’s the sentiment on the ground, and what barriers can be removed to help employees thrive?

Mercer has been conducting employee research for over 50 years. Our research is grounded in globally recognised theories, concepts, and methodologies in talent management, with many innovative ideas and beneficial practices contributing to our development in this field.

Through years of research and project accumulation, Mercer has identified three significant stages in the evolution of employee engagement. Initially, it stemmed from basic life needs, evolving to a focus on achievement, camaraderie, and fair treatment. In recent years, employees have increasingly sought personal growth, challenges, and the continuous activation of their potential.

Further research has revealed that "engaged" employees can complete assigned tasks, while "energised" employees leverage their initiative to maintain a positive state, unlocking their potential and sustaining this positive state over time. Ultimately, the sustainability of talent has a positive impact on organisational performance.

  • Engagement levels in Hong Kong: 2024
    Hong Kong’s overall employee engagement score is 69%, a fall of one point since 2023. Hong Kong employees are less engaged at work compared to those in the wider APAC region (76%) and global markets (77%).
  • Comparison of engagement scores across Asian countries and regions
    Compared to APAC and global markets, employees in Hong Kong score lower on all components of engagement, particularly in terms of pride at working for the company and willingness to recommend it as a place to work. Hong Kong also lags significantly behind the global average in terms of looking forward to going to work.

The top five drivers of engagement for Hong Kong and the APAC region

While it is important to measure employee engagement levels, it’s also important to examine what drives that engagement so that direct focused action can be devised to boost it where appropriate.

What organisations in Hong Kong have been getting right

From our analysis, we can see that employees in Hong Kong feel more positive than their APAC peers when it comes to workplace safety and the efficiency of decision-making in the organisation. 

This suggests that employers are fostering a culture that prioritizes ethical standards and are also empowering their people to make decisions.

For more insights on where organisations in Hong Kong should focus to address employee concerns, as well as Mercer’s recommendations for managers and senior leaders, please download our 2024 Mercer Employee Engagement in Hong Kong Report for additional ideas.

How to continuously energise employees?

According to the 2024 Global Talent Trends Report, 89% of asset managers believe that a vibrant workforce is a key driver of productivity enhancement. Additionally, 70% of asset managers indicate that an organisation's personnel sustainability—encompassing employee turnover, employer branding, and talent pipeline strength—is crucial for investment decisions. Strengthening employer branding, continuously optimising employee experiences, and ensuring that employees remain energised and engaged in ongoing learning to adapt to future business needs will create greater value for the company.

We have compiled the latest research to summarise the current state of employee vitality and employee experience. We have also outlined improvement measures to energise employees and shape a sustainable employee experience. Ultimately, we are pleased to present the “2024 Mercer Employee Engagement In Hong Kong Report", and we look forward to collaborating with you to build a sustainable talent ecosystem.

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