Employee engagement is a critical element of organizational success, especially in rapidly growing markets like Indonesia. According to Mercer’s Employee Engagement in Indonesia 2024 report, the country boasts an impressive engagement score of 81%, outperforming the Southeast Asia (SEA) average of 77% and the global norm of 77% (Mercer, 2025). 

In this article, we explore the latest insights into employee engagement in Indonesia, key areas for improvement, and how corporate training can drive even higher engagement and productivity. 

Employee Engagement Levels: Indonesia Leads the Region 

Indonesian employees show greater enthusiasm compared to their SEA and global counterparts: 

• 89% of Indonesian employees feel motivated at work, compared to 84% in SEA and 82% globally. 

• 90% are proud to work for their company, outpacing SEA (83%) and global (76%) figures. 

• 82% would recommend their company as a great place to work, higher than SEA (78%) and global (73%) averages (Mercer, 2025). 

This strong emotional connection highlights Indonesia's growing potential as a hub for corporate excellence and underscores the importance of investing in training and development programs to sustain momentum. 

"Indonesia employees are more engaged at work compared to those in the wider South East Asia (SEA) region and globally" (Mercer, 2025, p. 3). 

Key Drivers of Employee Engagement in Indonesia 

To further boost employee engagement, organizations must focus on critical drivers unique to the Indonesian workforce: 

• Reaching full potential: Ranked #1 in Indonesia, indicating employees highly value personal and professional growth opportunities. 

• Energy and enthusiasm: Employees rank feeling energized in their role as the second most important engagement driver. 

• Confidence in the company’s future: Unique to Indonesia, confidence in corporate sustainability is a top-three priority (Mercer, 2025). 

Interestingly, career growth emerged twice among the top four drivers, demonstrating a clear need for structured corporate training in Indonesia to meet career aspirations. 

"The ability to achieve personal goals in the organization is particularly important for employee engagement levels in Indonesia" (Mercer, 2025, p. 5). 

Bright Spots: What Indonesian Companies Are Doing Right 

Several positive trends highlight the success of current management practices in Indonesia: 

• 89% of employees feel they have enough information to do their jobs well (+9% above SEA norms). 

• 80% believe their company is effectively managed (+8% above SEA norms). 

• 90% say their company offers the right products and services for the marketplace (+10% above SEA norms) (Mercer, 2025). 

These findings emphasize the importance of transparent communication, clear leadership, and effective training systems in maintaining high engagement. 

Areas for Improvement: Focusing on Training and Benefits 

Despite the positive outlook, the report identifies key areas requiring attention: 

(Mercer, 2025, p. 7) 

A notable gap exists in employee benefits satisfaction and workplace safety culture, highlighting a critical opportunity for companies to integrate training in benefits communication, managerial recognition skills, and occupational safety programs. 

"To maximize the full potential of the workforce, companies should focus on providing a competitive benefits package and effective workspace" (Mercer, 2025, p. 7). 

How Corporate Training Can Boost Employee Engagement in Indonesia 

1. Leadership Development Training:  Upskilling managers in effective communication, recognition practices, and employee coaching will directly address engagement gaps. 
2. Safety Training Programs:  Building a stronger safety culture through regular occupational safety training will not only meet compliance standards but also enhance employee trust. 
3. Career Advancement Workshops: Offering programs that help employees map out career paths and achieve personal growth goals will align with top Indonesian engagement drivers. 
4. Benefits Literacy Campaigns: Training sessions on employee benefits education can bridge understanding gaps and improve overall benefits satisfaction. 

The 2024 data is clear: corporate training in Indonesia is crucial to capitalize on already high engagement levels and address critical improvement areas. By focusing on career development, workplace safety, recognition, and benefits education, Indonesian companies can ensure they continue to lead not just regionally but globally. 

Investing in employee training in Indonesia is no longer optional—it’s a strategic necessity for growth, talent retention, and competitive advantage. 

References 

• Mercer. (2025). Employee engagement in Indonesia 2024: What’s the sentiment on the ground, and what barriers can be removed to help employees thrive? Mercer LLC. Retrieved from internal document. 
• Photo by Thirdman : https://www.pexels.com/photo/man-and-woman-holding-each-other-s-hands-as-a-team-5256816/