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Age 35–44 2020

The age 35 - 44 benchmark includes responses from only people who fall within this specific age group.

  • ~11m

    Questions answered
    in last 12 months

  • /
  • ~1k

    Organizations

These insights represent ~11m questions answered from ~1k organizations, ranging in size from 10 to 17,200 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

Industry breakdown

  • Computer Software

    21%

  • Information Technology and Services

    9%

  • Internet

    5%

  • Non-Profit Organization Management

    3%

  • Investment Banking

    3%

  • Financial Services

    3%

  • Insurance

    3%

  • Hospital & Health Care

    3%

  • Wholesale

    2%

  • Food & Beverages

    2%

Region breakdown

  • North America

    42%

  • Oceania

    28%

  • Europe

    18%

  • Asia

    7%

  • MEA

    4%

  • South America

    1%

Are employees committed to their organizations?

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.

73% of Age 35–44 employees are engaged

This is in the bottom 40% compared with other ages.


The average eNPS score for people in this group is 18 and is in the top 33% compared with the overall average.

Understanding the engagement questions

Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.

I see myself still working at [Company] in two years' time

67%

4% above global average

I would recommend [Company] as a great place to work

83%

1% above global average

I rarely think about looking for a job at another company

56%

1% above global average

[Company] motivates me to go beyond what I would in a similar role elsewhere

70%

1% above global average

I am proud to work for [Company]

87%

1% above global average

The highest scoring question for Age 35–44 had 92% of People agreeing that they understand how their work contributes to [company]'s mission (+2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.


People in Age 35–44 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 20% of people disagreeing (+0% above average).

Which questions matter the most?

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 35–44 organizations.

1

[Company] is a great company for me to make a contribution to my development

74% favorable


The factor this relates most closely to is Learning & Development

Which questions matter the most?

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 35–44 organizations.

1

[Company] is a great company for me to make a contribution to my development

74% favorable

Learning & Development
2

The leaders at [Company] demonstrate that people are important to the company's success

70% favorable

Leadership
3

I have confidence in the leaders at [Company]

73% favorable

Leadership
4

[Company] effectively directs resources (funding, people and effort) towards company goals

58% favorable

Company Performance
5

I believe there are good career opportunities for me at [Company]

62% favorable

Learning & Development

How long do people stay?

In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 11% of people see themselves leaving within two years (-1% 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 believe there are good career opportunities for me at [Company]

62% favorable

Learning & Development
2

I have confidence in the leaders at [Company]

73% favorable

Leadership
3

[Company] is in a position to really succeed over the next three years

75% favorable

Company Performance
Average Glassdoor ratings

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

3.8 stars (-0.1)

Work Life Balance

3.8 stars (+0)

Compensation and Benefits

3.7 stars (+0.1)

Career Opportunities

3.5 stars (+0)

Recommend to Friend

71.0% (+0)

CEO Approval

84.0% (+0)

Are staff empowered with results?

Organizations in the Age 35–44 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 35–44


    10%



  • How does Age 35–44 compare?

    People in Age 35–44 were much more positive than average regarding Action.


    Insights data provided by Culture Amp. For a complete overview of 2021 Insights (Culture Amp Platform benchmarks) visit the Culture Amp Support Guide.

    What makes Insights special? Gain a deeper understanding of how they work.

    Learn more about Insights with Culture Amp’s benchmarks

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