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
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%
North America
42%
Oceania
28%
Europe
18%
Asia
7%
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 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.
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 |
People within Age 35–44 are similarly engaged as the overall 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).
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.
[Company] is a great company for me to make a contribution to my development
The factor this relates most closely to is Learning & Development
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 |
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 |
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) |
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%
People in Age 35–44 were much more positive than average regarding Action.
Insights data provided by Culture Amp.
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