Chinese employees' Level of Engagement is still very Low

A 2013 survey by Gallup[1] revealed quite negative results about Employees’Engagement at work in China. Actually this country has one of the lowest engagement rate in the world:
Engaged: 6% in 2012, up from 2% in 2009.
Not engaged: 68%
Actively disengaged: 26%

Across social categories, the results are different as usual since education level and job interest play an important role in engagement:

Blue collars :

Engaged: 6%
Not engaged: 67%
Actively disengaged: 26%

Sales & Service workers:

Engaged: 4%
Not engaged: 69%
Actively disengaged: 27%

Professional workers and managers/executives/officials:

Engaged: 8%
Not engaged: 71%
Actively disengaged: 20%

 Despite the improvement, engagement in China is still low compared with the global average of 11% that Gallup measured in 2009.

 For Gallup the reason is clear: “Chinese Employees Don’t Feel They Have a Voice at Work”. Since “Chinese workplaces are often characterized by “commandand-control” hierarchical structures, and in many cases, people are not selected as managers for their ability to engage and develop employees. This practice is particularly troubling as Gallup’s research shows that managers have a critical impact on their employees’ engagement levels.”
Gallup’s 2012 surveys reveal that 57% of Chinese workers say their job is ideal for them — among the lowest figures in East and Southeast Asia.
Most Chinese employees believe that their efforts are insufficiently recognized and rewarded. Gallup compared these results with a similar survey conducted 15 years ago, and observed Chinese blue collars have became more individualistic, seeking to fulfill their personal ambitions.
However they are disappointed by local companies offering few opportunities to learn and grow. The prevailing sentiment seems to be frustration: "I am not important nor for my manager nor for my company."
The cause has been identified : authoritarian management style and favoritism do not value individuals - and cannot meet young generation’s expectations anymore.

Consideration for Human Resources in Chinese companies is a brand new phenomenon. It is obviously driven by talent shortage: worker is still an “object” exploited at will. There are usually despised by top managers, as this remark from a Chinese store manager to his European colleague: Why do you greet this woman? She is the office maid!”

Reversely white collar has become a valuable person of value deserving to be taken care of, motivated and retained… So HR Departments now take their needs and expectations into consideration. To understand RH management in China, it is essential to distinguish between educated Chinese employees and low-educated workers. We can even dare to draw a parallel Confucius’distinction between “little people” 小人 xiaoren and gentlemen 君子 junzi. In China, behavior, communication and management style mostly depend on who you are.

---

[1] State of the Global Workplace 2013,

http://www.gallup.com/strategicconsulting/164735/state-global-workplace.aspx