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Indonesian employees have a high understanding of what they
need to do in order to make their companies successful in achieving
targets, but they have a low commitment to helping them succeed,
according to a survey.
The survey, by consultancy firm Watson Wyatt Worldwide, shows that
Indonesian employees scored 78 percent in the "line of sight" category,
which is defined as their knowledge of what to do in order to make the
company successful, but only 53 percent in their commitment to doing so.
The combination of these two factors gives Indonesian workers an
"employee engagement" score of 64 percent, similar to those for their
counterparts in Hong Kong (68 percent), China (67 percent) and
Australia (65 percent).
The Indonesian employees' score was higher than those for their
counterparts in Japan (39 percent) and Taiwan (58 percent), according
to the survey, which was conducted in 11 countries in the Asia-Pacific
region -- Australia, China, India, Indonesia, Japan, Malaysia, the
Philippines, Singapore, South Korea, Taiwan and Thailand.
Watson Wyatt Worldwide is one of the world's largest human
resource-consulting firms and periodically conducts independent surveys
on human resources. It has been operating in Indonesia since 1973.
Managing consultant Lilis Halim explained that the top three drivers of
employee engagement in Indonesia were customer focus, communication,
and compensation and benefits.
However, "two of these drivers -- communication, and compensation and
benefits -- received low-favor ratings," she revealed.
Lilis said that 59 percent of respondents, including staff, managers
and professionals, were not satisfied with the compensation and
benefits they got, while 57 percent of them were unhappy about the
communication situation in their companies.
"That is why the number-one reason for employees to leave their current
jobs is better career opportunities, while number two is better
compensation and benefits," she said.
On customer focus, Lilis said that this was strong, especially when
employees clearly saw how their work helped their customers and
believed that the company truly made customer satisfaction a top
priority.
Communication, she added, meant ease of two-way communication between
employees and employers, and among the employees.
According to the survey, high employee engagement can lead to better
financial performance and business success.
"We hope corporate managers can improve the key drivers of employee
engagement in order to enhance financial performance," said Lilis.
In Indonesia, the survey involved 370 full-time employees working for
organizations that employ at least 250 people.
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