Why Employee Engagement Matters

by Sigrid C. Shun, NOVEMBER 2021

In August 2021, Metro Pacific Tollways group went through the Employee Engagement Survey. The groups’ Sustainable Engagement model is based on the Willis Towers Watson’s research demonstrating its linkage to business metrics. For engagement to be sustainable over time, employees need to be engaged, enabled, and energized.

Willis Towers Watson’s Sustainable Engagement Model

Why does employee engagement matter?

Employee engagement is a function of the relationship between an organization and its employees. It’s about improving your workplace and culture such that employees feel more connected and dedicated to your company’s goals and values. Thus, employee engagement matters to all organizations because having effective strategies in place helps create a better work culture, reduce staff turnover, increase productivity, build better work and customer relationships, which eventually impact company profits.

Along with these, it also helps leaders understand the needs and areas that will improve (1) employee morale, (2) teamwork, and (3) work environments.

Executive Summary Results

The top section may show one or more of the following metrics:

  • The historical donut chart shows that nine survey categories have improved, four declined, and two remained the same since the last survey, and highlighting the largest gains (Empowerment, Sustainable Engagement, Change Management) and drops (Learning and Development, Organization Culture and Management Style, Work Tools and Business Systems).
  • The norm donut chart shows all 17 categories are above and most favorable versus that benchmark, Philippine National.
  • The response rate (or number of returned surveys) for MPT South is at 95%

The bottom section presents overall strengths and opportunities for MPT South, based on an advanced algorithm that incorporates trends over time, differences from internal and external benchmarks, and predictive modelling of engagement and performance metrics. Because these are presented as survey categories which contain individual questions that may score differently, it is possible a given category can be listed as both a strength and an opportunity.

To complement the quantitative data culled from the survey, focus group discussions (FGD) were also conducted for all divisions as part of the action planning process. Results from both the survey and FGD were discussed with the Division Heads to brainstorm on possible corrective actions for 2022. The MPT South Management Committee (MANCOM) also had their deep dive discussion session on the possible action plans, which they narrowed down into three categories.

Top 3 MPT South Employee Engagement Survey Action Plans in 2022

Ultimately, the responsibility to follow through with the improvements lies with the leaders of MPT South. Employee engagement is based on trust, integrity, communication between an organization and its members. Having sustainable employee engagement makes employees happier and turns them into the company’s best advocates.


 “Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”

Anne M. Mulcahy, former CEO of Xerox

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