Employee engagement is related to the future development of the company. The more dedicated employees are, the more they will actively convey the company's value, safeguard the company's interests and give full play to their creativity, so as to realize customer orientation, innovation orientation and self-growth of management system, which will all point to the bull's-eye of growth performance. The research and consulting experience of Aon Hewitt Consulting (Shanghai) Co., Ltd. shows that employees' high recognition of the company and appropriate working ability will produce better business performance and sustainable competitive advantage. Hard-working employees are highly productive and innovative, and can take the initiative to take responsibility for the results. They create and maintain the company's competitive advantage and help improve business results. With such hard-working employees, the company's customers can get the best service; Only when there is a stable and satisfied customer group can the business success of the enterprise be guaranteed. Therefore, employee engagement can only highlight its importance when improving business results, and only in this way can we ensure the success of company operations and employees.
There are many factors that affect employee engagement, and the purpose of measuring employee engagement is not to obtain higher and higher engagement data. Enterprises must clearly understand how employee engagement affects enterprise performance. Aon Hewitt said that there are six key factors affecting employee engagement, namely: personnel factor, work factor, salary factor, opportunity factor, discipline factor and quality of life factor. Among these six key factors, three are dominant in most cases, namely, personnel factor, salary factor and opportunity factor.