The age 25 - 34 benchmark includes responses from only people who fall within this specific age group.
~16m
Questions answered
in last 12 months
~1k
Organizations
These insights represent ~16m questions answered from ~1k organizations, ranging in size from 10 to 23,400 people, in the last 12 months.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry. Read more about the methodology.
Data provided by Culture Amp
Computer Software
21%
Information Technology and Services
9%
Internet
5%
Non-Profit Organization Management
3%
Investment Banking
3%
Financial Services
3%
Insurance
3%
Wholesale
2%
Hospital & Health Care
2%
North America
44%
Oceania
24%
Europe
18%
Asia
9%
MEA
4%
South America
1%
Engaged people are emotionally committed to their organization. These people stay at their organizations longer and are more productive and effective. Successful organizations have more engaged employees.
This is the lowest scoring group compared with other ages.
The average eNPS score for people in this group is 16 and is in the top 50% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I would recommend [Company] as a great place to work | 82% Same as global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 68% 1% below global average |
I am proud to work for [Company] | 85% 1% below global average |
I rarely think about looking for a job at another company | 51% 4% below global average |
I see myself still working at [Company] in two years' time | 59% 4% below global average |
The highest scoring question for Age 25–34 had 89% of People agreeing that they know how their work contributes to the goals of [company] (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Age 25–34 were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 22% of people disagreeing (+2% above average).
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Age 25–34 organizations.
I am satisfied with how decisions are made at [Company]
The factor this relates most closely to is Decision Making
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Age 25–34 organizations.
1 I am satisfied with how decisions are made at [Company] | 46% favorable Decision Making |
2 The leaders at [Company] demonstrate that people are important to the company's success | 68% favorable Leadership |
3 I have confidence in the leaders at [Company] | 72% favorable Leadership |
4 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 64% favorable Service & Quality Focus |
5 [Company] is a great company for me to make a contribution to my development | 76% favorable Learning & Development |
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% compared to overall) while on a longer time frame, 15% of people see themselves leaving within two years (+3% compared to overall).
The following questions had the biggest impact on whether individuals felt that they were planning to stay at their organization and not actively looking for alternative jobs.
1 I am satisfied with how decisions are made at [Company] | 46% favorable Decision Making |
2 I believe there are good career opportunities for me at [Company] | 64% favorable Learning & Development |
3 I have confidence in the leaders at [Company] | 72% favorable Leadership |
We’ve connected the employee feedback data for each company included in the benchmark with ratings from Glassdoor.com, which is one of the world’s largest job and recruiting sites combined with a growing database of company reviews, CEO approval ratings and more.
Overall Rating | 3.8 stars (+0) |
Culture and Values | 3.9 stars (+0) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.7 stars (+0.1) |
Career Opportunities | 3.6 stars (+0.1) |
Recommend to Friend | 71.5% (+0.5) |
CEO Approval | 85.0% (+1) |
Organizations in the Age 25–34 benchmark on average gave 10% of employees access to reports with their survey results. This is below the overall average of 10% and demonstrates that organizations in this benchmark are more likely to share via offline and traditional formats.
An interesting reference point is that the average proportion of managers in organizations is 12-15%, with some industries higher than others (New Tech was closer to 20%).
Global average
10%
Age 25–34
10%
Organizations in Age 25–34 tend to be very similar to the global all industries insights, with no significant departures from the average.
Insights data provided by Culture Amp.
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