I believe employees across the globe have many work related commonalities despite cultural differences. For example, I believe that employees across the globe all want:
- to be treated fairly and consistently
- to be aware of and understand the company’s vision and goals
- to make a difference
- to be part of the solution, not the problem
- to know what’s going on in other parts of the company and business regions
- to learn more about other cultures
- to be recognized
But if organizations want a truly engaged workforce, leadership, communications, human resources and managers need to understand the differences in cultural drivers.
According to Mercer’s “What’s Working” research, a global, one-size-fits-all approach to employee engagement will almost inevitably fail. Why? Mercer’s research proves that engagement drivers vary from country to country. Here are some of the facts from Mercer’s research.
– Britains and Americans are driven by respect.
– It’s the type of work they are doing for those in France and India.
– For Germans, it’s who they work with.
– Japanese are driven by pay.
– In China, benefits is a top driver.
Learn more about what engages employees across the globe or within your organization. Read the Mercer “What’s Working” report. Share your experiences with a comment so we all can learn more.
