The age 55 - 64 benchmark includes responses from only people who fall within this specific age group.
~4m
Questions answered
in last 12 months
~600
Organizations
These insights represent ~4m questions answered from ~600 organizations, ranging in size from 10 to 9,100 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
12%
Information Technology and Services
6%
Hospital & Health Care
4%
Non-Profit Organization Management
4%
Insurance
4%
Wholesale
3%
Financial Services
3%
Construction
3%
Food & Beverages
3%
Internet
3%
Investment Banking
2%
Retail
2%
Investment Management
2%
Utilities
2%
Pharmaceuticals
2%
North America
52%
Oceania
33%
Europe
12%
MEA
1%
Asia
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 highest scoring group compared with other ages.
The average eNPS score for people in this group is 13 and is in the bottom 17% 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 | 76% 13% above global average |
I rarely think about looking for a job at another company | 66% 11% above global average |
I am proud to work for [Company] | 86% Same as global average |
I would recommend [Company] as a great place to work | 81% 1% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 64% 5% below global average |
People within Age 55–64 are more engaged than Age 25–34.
The highest scoring question for Age 55–64 had 90% of People agreeing that they know how their work contributes to the goals of [company] (+1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Age 55–64 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 17% of people disagreeing (-3% below 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 55–64 organizations.
I have confidence in the leaders at [Company]
The factor this relates most closely to is Leadership
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 55–64 organizations.
1 I have confidence in the leaders at [Company] | 73% favorable Leadership |
2 [Company] is a great company for me to make a contribution to my development | 66% favorable Learning & Development |
3 The leaders at [Company] demonstrate that people are important to the company's success | 69% favorable Leadership |
4 [Company] effectively directs resources (funding, people and effort) towards company goals | 60% favorable Company Performance |
5 The leaders at [Company] have communicated a vision that motivates me | 65% favorable Leadership |
In the short term, 14% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-6% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-5% 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 have confidence in the leaders at [Company] | 73% favorable Leadership |
2 I am happy with my current role relative to what was described to me | 80% favorable Alignment & Involvement |
3 At [Company] we act on promising new or innovative ideas | 64% favorable Innovation |
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 | 3.5 stars (-0.3) |
Culture and Values | 3.6 stars (-0.3) |
Work Life Balance | 3.6 stars (-0.2) |
Compensation and Benefits | 3.5 stars (-0.1) |
Career Opportunities | 3.3 stars (-0.2) |
Recommend to Friend | 65.0% (-6) |
CEO Approval | 81.0% (-3) |
Organizations in the Age 55–64 benchmark on average gave 7% 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 55–64
7%
People in Age 55–64 were much more positive than average regarding Fairness, Decision Making, and Engagement.
On the lower side, People in Age 55–64 had much lower favorable scores than average in Learning & Development and Voice.
Insights data provided by Culture Amp.
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