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Age 55–64 2020

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

Industry breakdown

  • 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%

Region breakdown

  • North America

    52%

  • Oceania

    33%

  • Europe

    12%

  • MEA

    1%

  • Asia

    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.

75% of Age 55–64 employees are engaged

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.

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

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

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).

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 55–64 organizations.

1

I have confidence in the leaders at [Company]

73% favorable


The factor this relates most closely to is Leadership

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 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

How long do people stay?

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
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

3.5 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)

Are staff empowered with results?

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%



  • How does Age 55–64 compare?

    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. 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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