Reimagining the employee experience and engagement
Boost engagement and reduce turnover with employee experience
According to Mercer’s Global Talent Trends 2026, nearly half of employees in Asia are not thriving. Driving an engaged and thriving workforce requires an employee value proposition that matches what employees care about. It also requires staying closely connected to what matters to them. Based on our report, 40% point to continuous listening as essential.
Executives and investors are also paying attention. More than half of C-suite leaders now rank improving employee experience as a top people priority likely to deliver ROI.
How Marsh’s people experience solution suite helps your organization
- 1 Listening advisory
- 2 Implementation
- 3 Insights and interventions
- Listening strategy including EX models and frameworks (survey and non-survey listening mechanisms)
- Survey platforms recommendations
- Communications and change management consulting
- Executive-alignment workshops
- Survey architecture and end-to-end implementation
- Advanced analytics and predictive modeling
- Team enablement e.g. survey fundamentals workshop
- Insight analysis
- Narrative development and action planning incl. board, executive and leader debriefs
- Employee value proposition development
- Workforce transformation solutions including talent assessment and development, career management, and workforce transformation
Where do you start with employee experience?
- Strategy and framework: Design a tailored mix of survey and non-survey listening to surface timely, relevant signals.
- Platforms and configuration: Select and configure tools that scale across geographies and support local languages.
- Communications and change: Develop plans that support participation and help convert feedback into action.
- Executive alignment: Run workshops so leaders agree on priorities and are equipped to act on results.
What these deliver:
- Clearer insights into which employee groups are at risk and what is driving disengagement.
- A foundation for short-term retention decisions and longer-term EX design.
- Survey architecture: Design sampling, cadence, and question sets that reflect your business and the Asia market context.
- Analytics and predictive models: Identify attrition drivers, segment risk groups, and model flight risk based on your own data.
- Enablement and playbooks: Give HR teams and managers the tools and governance frameworks to interpret and act on results.
What these deliver:
- Data and models you can act on now linked to business outcomes.
- Higher response rates and more relevant insights through better survey design and manager readiness.
- Analysis and narrative: Translate results into executive-ready insights, board briefs, and prioritized recommendations.
- Action planning and debriefs: Build time-bound action plans with clear owners, KPIs, and follow-up support for leaders.
- EVP and experience design: Refresh your employee value proposition to reflect what employees actually value today.
- Workforce transformation: Connect EX actions to talent assessment, career paths, learning, and role design.
What these deliver:
- Clear links from EX insight to investment decisions with measurable targets for engagement and retention.
- EX changes that are anchored to business priorities, not just survey scores.
Case study: How a leading fintech company in Asia developed a compelling employee value proposition through employee listening
A leading fintech company in Asia was looking to develop a more compelling employee value proposition as its business expanded and competition for talent intensified.
Through Marsh’s employee listening approach, we assessed workforce sentiment and internal perceptions of the employee experience, then benchmarked findings against external market expectations and competitor EVPs. This helped the organization understand what employees value most, where the existing offer was strongest, and where the employer story was not yet coming through clearly.
We then translated those insights into a sharper EVP by:
- Defining the core philosophy behind each EVP dimension.
- Facilitating stakeholder discussions to align with what employees want, what the company can offer, and how the market is positioning itself.
- Building a differentiated value proposition and narrative that balanced the employee, employer, and candidate perspectives.
- Developing a communications and HR roadmap to embed the EVP into day-to-day people practices.
The result was a more authentic and holistic employer story that better connected the company’s strengths — including its culture, benefits, and growth opportunities — to the needs of current and future talent, without relying on compensation as the primary differentiator.
Marsh’s end-to-end employee experience solutions
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Employee experience design
Bring out the best in your people with integrated design thinking, change and communications, workforce insights, and HR expertise to design for those critical moments. -
Employee listening
A smarter listening approach that enhances the employee experience, unlocks performance, leverages insights, and empowers change in your organization. -
Employee communication
Enable meaningful connections with employees about their careers, benefits and well-being — wherever they are, on any device. -
Employee value proposition
Supporting you through data-driven design that differentiates your employee value proposition to attract and retain talent. -
Flexible working
Flexible working strategies that add value to the employee experience and drive performance. -
Pay equity and transparency
Analyze and report on pay data, reduce risk and drive organizational success with our comprehensive, objective and expert-led global methodology for pay equity solutions.
This new world order — one that is more nuanced and personalized — requires new organizational skills of listening, learning, and adapting to identify and address unmet employee needs.
Employee engagement doesn’t improve just because organizations listen more. It improves when leaders take action on what they hear.
Why Marsh?
employee voices in our benchmarking database
participating organizations
survey projects
Ready to improve your organization’s employee experience?
FAQ
Internal surveys give you data, but interpreting it, benchmarking it against the market, and translating it into action is where most organizations get stuck. Mercer combines survey design, advanced analytics, and HR expertise to help you understand what the data means and what to do about it. Our benchmarking database also gives you external context that an internal survey cannot provide on its own.
Beyond data, Marsh brings end-to-end HR expertise — across listening, analytics, EVP design, rewards, and workforce transformation — so that your EX program connects to your broader people strategy.
Want to understand what employees are prioritizing today? Download Mercer's 2026 Global Talent Trends report for data on what drives engagement, retention, and workforce performance across Asia and globally.