The impact of the epidemic and the economic crisis has also had an impact on employee engagement: the sense of job security has increased. Commitment rates have jumped globally, and the declining trend of four years has come to a halt at home. A Kincentric Best Jobs Program his research was based on the opinions of 130,000 employees in Hungary.
As a result of the crisis, the level of employee engagement in the world has risen to an unprecedented international level of 68% in 2020. The global Kincentric Best Jobs Program examines trends in three-year cycles, processing the experiences of a total of 15.7 million employees. The intensifying trend is presumably the result of the initial response to the crisis caused by the coronavirus, the cooperation experienced by the companies. In Europe, workers have been more cautious: commitment has stagnated at 60% for three years.
Measuring commitment is much more than simply measuring satisfaction. It examines how willing and able the company’s employees are to actually contribute to improving business results. For 20 years, the Kincentric Best Jobs Program in Hungary has been providing data-based mirroring to companies that consciously build the commitment of their employees to business success.
The Best Jobs soar at home
In Hungary, the declining employee commitment for 4 years was interrupted and, similarly to 2019, stagnated at 60% in 2020. However, the gap between the average and the best is widening, as the Best Jobs continues to show a significantly higher 82% commitment.
“This means that at Top Jobs, top management is humane and caring with colleagues, talents are given priority, and the tools and technologies are available to provide a solid foundation for outstanding performance. In companies, highly committed employees are the driving force, as they work with full force and enthusiasm as a team for a common goal, which also demonstrably increases the company’s business performance. Kincentric Best Jobs has 86% higher traffic growth than average companies ”
– said Bálint Köcse, the head of Kincentric in Hungary.
The Kincentric Best Workplace award was given mainly to companies that did not achieve above-average performance for the first time. For example, EcoFamily became Kincentric’s Best Workplace for the sixth time, Szerencsejáték Zrt., Numil Hungary Tápszerkereskedelmi Kft. And Cisco Systems Magyarország Kft. For the fourth time. This also shows that even during the crisis, these companies consciously treated employee engagement as part of their strategy.
Kincentric Best Workplace in the 50-250 category:
- Cisco Systems Magyarország Kft.
- HRP Europe Kft.
- Liferay Hungary Kft.
- NUMIL Hungary Tápszerkereskedelmi Kft.
The best for companies between 250 and 1,000 people:
In the category of companies with more than 1,000 employees:
Winner of international measurements in Hungary:
A successful leader is supportive and flexible
During the crisis caused by the coronavirus, the role of top managers is strengthened, as employees expect confirmation from them, quick and good decisions, and a credibly communicated, positive corporate vision. During and after this period, leaders can be successful who can flexibly manage change, provide security for their teams, and find ways to connect humanly.
The most important leadership skills, then, are active attention, ongoing dialogue, empathy, and feedback. “Research also points out that leadership development has become the number one priority for companies in the post-epidemic world. Inspiration, commitment, empowerment, and stress management are the leadership skills that come to the fore in the “new world”. At the same time, only 40% of the companies stated that their managers were ready for this – said Bálint Köcse, the head of Kincentric in Hungary.
As a result of the crisis, employee commitment will increase in the short term
Examining the trend of commitment over the past 20 years and macroeconomic indicators, Kincentric experts expect that while the recession lasts, job security will remain paramount. Then, economic growth is expected to bring a weakening commitment.
The commitment of employees (54%) in the production sector lags behind the Hungarian average. The perception of top executives is one pattern behind the lower commitment. Employees find the communication of top managers less open, and they don’t find the vision outlined by management so inspiring. According to colleagues, those working in the production sector do not really find a partner in embracing their new ideas. The other determining phenomenon is the ability to attract and retain talent, which lags behind the Hungarian average.
The commitment of those working in the automotive industry (51%) lags behind the Hungarian average. Only 45% of employees feel that their company is delivering on its promise to employees. Nearly half of colleagues are also more critical of having a reputation, just as pride is similar in companies in the automotive industry.
Satisfaction with the physical work environment in this sector also lags behind the Hungarian average.
The commitment of retail workers (67%) is above the Hungarian average. The judgment of top managers, the inspiring vision they show, and the long-term outlook contribute to this positive outcome. Decisions based on data are also more typical in retail than in the average Hungarian workplace. Employees evaluate that their performance has an impact on their remuneration.
In the financial sector, employee commitment is 4 percentage points lower (56%) than the Hungarian average. Those working in the sector feel less that new ideas are supported by the environment, or they can try new ways even if they lead to failure. The industry is not as sensitive to changing customer needs.
At the same time, employees are more satisfied with their daily tasks and also feel the workload is manageable, for which the availability of the necessary resources is a prerequisite.
Employees are significantly more prejudiced (69%) in the hospitality industry than in an average Hungarian workplace. Those working here are also more satisfied with the speed and quality of decision making. More efficient work processes are reported, and those who perform well are given the opportunity to progress. Managers respond more quickly to changing customer needs and are less afraid to try new ideas.
Those working in the IT sector are more committed (64%) than the Hungarian average. The actors of the sector build better on diversity and difference of opinion. They find their jobs more attractive to talent. Those who work here are more satisfied with the reconciliation of work and private life and the degree of stress.
Source: technokrata by www.technokrata.hu.
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