The Asia benchmark represents people who work in Asia. It covers all industries and functions. The benchmark includes people who work in Asia but their organizations have headquarters in other countries. This benchmark only includes organizations of size 1000–plus employees.
~2.5m
Questions answered
in last 12 months
~150
Organizations
These insights represent ~2.5m questions answered from ~150 organizations, ranging in size from 10 to 7,300 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
24%
Internet
6%
Information Technology and Services
6%
Financial Services
5%
Retail
4%
Staffing and Recruiting
3%
Health, Wellness and Fitness
3%
Public Relations and Communications
3%
Computer & Network Security
3%
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 37% compared with the overall average.
The average eNPS score for organizations in this benchmark is 17 and is in the top 46% 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 |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 72% 3% above global average |
I rarely think about looking for a job at another company | 58% 3% above global average |
I am proud to work for [Company] | 85% 1% below global average |
I would recommend [Company] as a great place to work | 81% 1% below global average |
People working in Asia 1000+) are more engaged than Professional Services DACH, Marketing & Advertising Female, Retail United Kingdom, and Professional Services Western Europe. People working in Asia 1000+) are less engaged than New Tech India, Hospitality North America, South America 1000+), and Construction & Heavy Industry Northern America.
The highest scoring question for Asia 1000+) had 89% of People agreeing that they know how their work contributes to the goals of [company] (+0% compared to overall) while they were generally most positive about Teamwork & Ownership.
People in Asia 1000+) were generally least favourable about Innovation, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 22% of people disagreeing (-2% 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 Asia (1000+) 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 Asia (1000+) organizations.
1 [Company] is a great company for me to make a contribution to my development | 74% favorable Learning & Development |
2 I am happy with my current role relative to what was described to me | 74% favorable Alignment & Involvement |
3 [Company] really allows us to make a positive difference | 73% favorable Social Connection |
4 I believe there are good career opportunities for me at [Company] | 67% favorable Learning & Development |
5 We acknowledge people who deliver outstanding service here | 74% favorable Service & Quality Focus |
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (-2% 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 am happy with my current role relative to what was described to me | 74% favorable Alignment & Involvement |
2 I believe there are good career opportunities for me at [Company] | 67% favorable Learning & Development |
3 [Company] is a great company for me to make a contribution to my development | 74% favorable Learning & Development |
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 | 3.6 stars (-0.2) |
Culture and Values | 3.75 stars (-0.1) |
Work Life Balance | 3.6 stars (-0.2) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.35 stars (-0.2) |
Recommend to Friend | 69.0% (-2) |
CEO Approval | 83.0% (-1) |
Organizations in the Asia (1000+) benchmark on average gave 8% 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%
Asia (1000+)
8%
People in Asia 1000+) were much more positive than average regarding Feedback & Recognition, Action, and Collaboration & Communication.
On the lower side, People in Asia 1000+) had much lower favorable scores than average in Fairness and Work & Life Blend.
Insights data provided by Culture Amp.
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