Qualtrics：2022年欧洲、中东和非洲地区员工体验趋势报告（英文版）（35页）.pdf

1、DATA SNAPSHOTGlobal Study:Employee Experience Trends Across Europe,the Middle East,and Africa,2022Cecelia Herbert,Ph.D.,XMPPrincipal XM CatalystMoira Dorsey,XMPPrincipal XM CatalystTalia QuaadgrasSenior Research AssociateFebruary Copyright 2023 Qualtrics.All rights reserved.KEY FINDINGS IN THIS REPO

2、RTAs part of Qualtrics global employee study,employees from 27 countries rated their current workexperience across 14 components.From this study,we were able to analyze five key performanceindicators(Engagement,Inclusion,Well-Being,Intent to Stay,and Experience vs Expectations)foremployeeexperiencea

3、crosseachcountryandwork levelswithineachcountry.Inthissnapshot,wesharethemetricsfromEurope,theMiddleEast,andAfrica(EMEA).Wefoundthat:+EMEA countries have the lowest Well-Being,Engagement,and Expectations scores.European,MiddleEast,andAfricancountriesincludedinthisstudyprovidedregional Engagement and

4、Well-Beingscores two percentage-points below that of the global aggregate,and an Expectations score 3 pointsbelowtheglobal score,at 36%.+There is an experience gap between work levels.Individual contributors provide lower Inclusion,Well-Being,and Engagement scores than all other working levels.Front

5、line managers provide lowerKPI scores than higher-level employees.C-suite executives report that their experience exceeded theirexpectations at twice the rate of individual contributors and are 1.3x more likely to stay at theircompanylongerthan3years.+One-third of the EMEA workforce intends to leave

6、 their company in the next three years.Intentto stay longer than three years is lowest among Swedish employees,at 51%,and UK employees,at54%.Italian and German employees have the highest intent to stay longer than three years,at 72%each.+EMEA employees can be themselves at work.Seventy-eight percent