1. Employee Engagement
Understanding and acting on employee engagement is critical for
boosting employee performance and your bottom line
Engaging people has become even more of a business imperative in uncertain times. Organisations
are under unprecedented pressure to deliver greater value to their customers and shareholders. This
value – in all its forms – is created by harnessing the discretionary effort of employees.
Our research demonstrates that motivated employees deliver greater productivity, better customer
service, superior quality products and services, and more innovative solutions. Each disengaged
employee, on the other hand, costs an organisation more than £5,000 in annual profits.
Understanding the engagement levels in your organisation, knowing what motivates your employees
and how these factors vary across different populations in your organisation can deliver significant
competitive advantages.
Aon Hewitt delivers value
At Aon Hewitt we believe that employee engagement is not about running an annual survey, but
creating an environment that actively engages the hearts and minds of employees. Our research
shows that engaged employees: Say consistently positive things about their organisation to
colleagues, potential employees and customers, Stay with the organisation for the long haul, and
Strive to put in the extra effort needed to succeed. Aon Hewitt’s Engagement consulting measures
how involved employees are – both emotionally and intellectually – and identifies actions to improve
results.
The Aon Hewitt engagement benchmark database contains data from more than 5,000 companies in
more than 120 markets and a cross-section of industries. Our global network includes 600 offices
in 120 countries.
Our reporting methodology and survey tools provide your business with a tangible ‘people measure’
that goes beyond benchmarking engagement to identify the key drivers of engagement in your
organisation. This allows you to identify the paths to enhanced engagement levels in your
organisation, so that you can take decisions and act strategically.

2. We invest in ongoing, comprehensive research identifying best-in-class people practices that drive
higher levels of employee engagement. Measuring employee engagement with Aon Hewitt will enable
you to answer the following types of questions:
 Which elements of the work experience have the largest influence on our employee engagement
and retention?
 How can we improve our Employee Value Proposition to be more attractive to current and
potential employees?
 How can we improve growth and profitability through our employees?
 How can we improve employee retention / reduce employee turnover and save costs?
 How does engagement differ for employees in our top-performing units?
 What should be on our HR agenda during the next business planning cycle?
 In which area will our HR spend deliver the greatest return on investment?
 Which actions are best addressed as corporate-wide initiatives and which at a smaller group
level?
The Aon Hewitt approach
We work in partnership with you to tailor all aspects of the engagement strategy and survey process.
However, there are typically six broad phases to a survey project:
Planning – a dedicated team of employee engagement experts work with you to set up an approach
that is most appropriate for your organisation. The survey team clarifies timelines, deliverables, roles
and responsibilities. Aon Hewitt can administer the survey for you in a number of ways – the most
frequently used methods include online surveys (using a traditional PC or any other digital handheld
devices) and / or paper formats. The type of survey (sample, full census, pulse, etc.) is also
determined.
Design and set-up – Our experienced design experts will help you establish the questionnaire
content, with reference to our database of over 200 benchmark questions and any important themes,
topics or historical survey items that are important for your organisation. We also establish your
reporting requirements and the communication / training strategy needed to ensure success.
Administration – Conducting the survey. Employees are invited to complete the questionnaire,
responses are captured and reported real-time.
Results Analysis & Reporting – Generating insight into the critical issues and formulating
recommendations for action. The priority issues to be addressed to enhance or maintain engagement
levels in your organisation are identified and reported at the appropriate levels of management using
our state-of-the-art technology.
Action Planning – Agreeing and preparing actions. We provide an action planning module that
allows managers and HR to log and track actions taken to improve levels of engagement. However,
this module is more than a tracking system – it provides insights, best practice tips and suggestions
on what action to take. We have partnered with Harvard Business Publishing and can include some of
Aon Hewitt Contacts: these articles and insights for your managers to refer to. Additionally, we support teams through
action planning workshops or train-the-trainer sessions to ensure action planning gets off to a good
Jenny Merry start.
+44 (0)172 788 8395
jenny.merry@aonhewitt.com
Project Review & Next Steps – The project is de-briefed and the learning captured for subsequent
Jake Outram survey cycles.
+44 (0)207 086 9234
jake.outram@aonhewitt.com
Hugh Hawthorne
+44 (0)207 086 9131 About Aon Hewitt
hugh.hawthorne@aonhewitt.com
Aon Hewitt is the global leader in people management consulting and outsourcing solutions. We
Laura Heathcock
+44 (0)207 086 9598 design, implement, communicate, and administer a wide range of people management, retirement,
laura.heathcock@aonhewitt.com investment management, health care, reward and talent management strategies. With more than
29,000 professionals in 90 countries, Aon Hewitt makes the world a better place to work for clients
aon.co.uk and their employees. www.aonhewitt.com