The Australia benchmark represents people who work in Australia. It covers all industries and functions. The benchmark includes people who work in Australia but their organizations have headquarters in other countries. This benchmark only includes organizations of size 500–1000 employees.
~1.5m
Questions answered
in last 12 months
~80
Organizations
These insights represent ~1.5m questions answered from ~80 organizations, ranging in size from 10 to 900 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
15%
Information Technology and Services
10%
Construction
5%
Utilities
5%
Insurance
5%
Internet
5%
Marketing and Advertising
4%
Public Relations and Communications
4%
Telecommunications
3%
Hospital & Health Care
3%
Financial Services
3%
Gambling & Casinos
3%
Apparel & Fashion
3%
Non-Profit Organization Management
3%
Real Estate
3%
Architecture & Planning
3%
Wholesale
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 49% 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 am proud to work for [Company] | 88% 2% above global average |
I would recommend [Company] as a great place to work | 84% 2% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 68% 1% below global average |
I rarely think about looking for a job at another company | 54% 1% below global average |
I see myself still working at [Company] in two years' time | 62% 1% below global average |
People working in Australia 500–1000) are more engaged than Professional Services DACH, Marketing & Advertising Female, Retail United Kingdom, and Professional Services Western Europe. People working in Australia 500–1000) are less engaged than Technology Science Research United States, Investment Management Female, Construction Male, and New Tech Asia.
The highest scoring question for Australia 500–1000) had 88% of People agreeing that they are proud to work for [company] (+2% compared to overall) while they were generally most positive about Work & Life Blend.
People in Australia 500–1000) were generally least favourable about Innovation, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 22% of people disagreeing (+2% 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 Australia (500–1000) 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 Australia (500–1000) organizations.
1 [Company] is a great company for me to make a contribution to my development | 70% favorable Learning & Development |
2 I have confidence in the leaders at [Company] | 70% favorable Leadership |
3 I believe there are good career opportunities for me at [Company] | 59% favorable Learning & Development |
4 The leaders at [Company] have communicated a vision that motivates me | 62% favorable Leadership |
5 [Company] is in a position to really succeed over the next three years | 74% favorable Company Performance |
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% compared to overall) while on a longer time frame, 13% 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] | 59% favorable Learning & Development |
2 At [Company] we act on promising new or innovative ideas | 59% favorable Innovation |
3 [Company] is in a position to really succeed over the next three years | 74% 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 | 3.45 stars (-0.3) |
Culture and Values | 3.65 stars (-0.2) |
Work Life Balance | 3.7 stars (-0.1) |
Compensation and Benefits | 3.5 stars (-0.1) |
Career Opportunities | 3.3 stars (-0.2) |
Recommend to Friend | 64.0% (-7) |
CEO Approval | 83.0% (-1) |
Organizations in the Australia (500–1000) 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%
Australia (500–1000)
8%
People in Australia 500–1000) were much more positive than average regarding Decision Making.
On the lower side, People in Australia 500–1000) had much lower favorable scores than average in Fairness, Voice, and Innovation.
Insights data provided by Culture Amp.
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