The architecture and planning benchmark contains a range of professional consulting firms that provide engineering, planning, design and management solutions to clients in public and private sectors. Often working on large capital and infrastructure projects, organizations are sometimes involved at all phases of the lifecycle from concepts and planning to construction and operation.
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Architecture & Planning
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 top 32% compared with other industries.
The average eNPS score for organizations in this benchmark is 18 and is in the top 37% compared with other industries.
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
4% above global average
I would recommend [Company] as a great place to work
4% above global average
I am proud to work for [Company]
3% above global average
I rarely think about looking for a job at another company
1% above global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
5% below global average
The highest scoring question for Architecture & Planning had 90% of People agreeing that they are able to arrange time out from work when they need to (+3% compared to overall) while they were generally most positive about Work & Life Blend.
People in Architecture & Planning were generally least favourable about Service & Quality Focus, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 23% of people disagreeing (+3% above average).
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 9% 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.
[Company] effectively directs resources (funding, people and effort) towards company goals
60% favorableCompany Performance
I have access to the learning and development I need to do my job well
79% favorableLearning & Development
I have access to the things I need to do my job well
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.
3.7 stars (-0.1)
Culture and Values
3.7 stars (-0.2)
Work Life Balance
3.7 stars (-0.1)
Compensation and Benefits
3.3 stars (-0.3)
3.6 stars (+0.1)
Recommend to Friend
Organizations in the Architecture and Planning benchmark on average gave 5% 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%).
Architecture and Planning
People in Architecture & Planning were much more positive than average regarding Action and Decision Making.
On the lower side, People in Architecture & Planning had much lower favorable scores than average in Service & Quality Focus.
Below are the most common areas that organizations in Architecture and Planning choose to take action on using the Culture Amp platform. Actions varied from changing or iterating on an All Hands meeting, introducing new skip level 1:1s, to introducing an organizational transparency report.
I receive appropriate recognition for good work at [Company]
66% favorableFeedback & Recognition
Generally, the right people are rewarded and recognized at [Company]
55% favorableFeedback & Recognition
I believe there are good career opportunities for me at [Company]
67% favorableLearning & Development