The automotive and machinery benchmark contains organizations that manufacture automotive parts and cars as well as the distribution and selling of vehicles. These organizations have large workforces of factory employees.
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
Mechanical or Industrial Engineering
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 18% compared with other industries.
The average eNPS score for organizations in this benchmark is 17 and is in the top 44% 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
7% above global average
I rarely think about looking for a job at another company
4% above global average
I would recommend [Company] as a great place to work
1% above global average
I am proud to work for [Company]
1% above global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
1% below global average
The highest scoring question for Automotive & Machinery had 91% of People agreeing that they know how their work contributes to the goals of [company] (+2% compared to overall) while they were generally most positive about Innovation.
People in Automotive & Machinery were generally least favourable about Learning & Development, 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 24% of people disagreeing (+1% 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, 8% of people see themselves leaving within two years (-4% 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.
Most people here make a good effort to consult other staff where appropriate
78% favorableCollaboration & Communication
I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies
49% favorableAlignment & Involvement
I believe that my total compensation is fair, relative to similar roles at [Company]
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.
3.4 stars (-0.4)
Culture and Values
3.5 stars (-0.4)
Work Life Balance
3.3 stars (-0.5)
Compensation and Benefits
3.6 stars (+0)
3.3 stars (-0.2)
Recommend to Friend
Organizations in the Automotive and Machinery 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%).
Automotive and Machinery
People in Automotive & Machinery were much more positive than average regarding Collaboration & Communication, Company Performance, and Decision Making.
On the lower side, People in Automotive & Machinery had much lower favorable scores than average in Fairness.
Below are the most common areas that organizations in Automotive and Machinery 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 believe there are good career opportunities for me at [Company]
67% favorableLearning & Development
I receive appropriate recognition for good work at [Company]
64% favorableFeedback & Recognition
The leaders at [Company] have communicated a vision that motivates me