The Canada benchmark represents people who work in Canada. It covers all industries and functions. The benchmark includes people who work in Canada but their organizations have headquarters in other countries.
~1.1m
Questions answered
in last 12 months
~200
Organizations
These insights represent ~1.1m questions answered from ~200 organizations, with in-region presence ranging in size from 10 to 2,600 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
28%
Information Technology and Services
8%
Internet
8%
Non-Profit Organization Management
3%
Apparel & Fashion
3%
Investment Management
3%
Retail
3%
Investment Banking
2%
Electrical/Electronic Manufacturing
2%
Computer & Network Security
2%
Financial Services
2%
Management Consulting
2%
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 44% compared with other countries.
The average eNPS score for organizations in this benchmark is 15 and is in the top 47% compared with other countries.
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 | 65% 2% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 69% Same as global average |
I am proud to work for [Company] | 86% Same as global average |
I would recommend [Company] as a great place to work | 82% Same as global average |
I rarely think about looking for a job at another company | 54% 1% below global average |
People working in Canada are more engaged than Italy. People working in Canada are less engaged than Mexico, Philippines, and China.
The highest scoring question for Canada 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 Work & Life Blend.
People in Canada were generally least favourable about Company Performance, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 21% of people disagreeing (+1% 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 Canada organizations.
The leaders at [Company] demonstrate that people are important to the company's success
The factor this relates most closely to is Leadership
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 Canada organizations.
1 The leaders at [Company] demonstrate that people are important to the company's success | 70% favorable Leadership |
2 The leaders at [Company] have communicated a vision that motivates me | 64% favorable Leadership |
3 I believe there are good career opportunities for me at [Company] | 65% favorable Learning & Development |
4 [Company] effectively directs resources (funding, people and effort) towards company goals | 54% favorable Company Performance |
5 I have confidence in the leaders at [Company] | 71% favorable Leadership |
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+0% 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] | 65% favorable Learning & Development |
2 The leaders at [Company] have communicated a vision that motivates me | 64% favorable Leadership |
3 I have confidence in the leaders at [Company] | 71% favorable Leadership |
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 | 3.8 stars (+0) |
Culture and Values | 3.8 stars (-0.1) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.7 stars (+0.1) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 71.0% (+0) |
CEO Approval | 84.0% (+0) |
Organizations in the Canada benchmark on average gave 10% 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%
Canada
10%
People in Canada were much more positive than average regarding Fairness, Decision Making, and Diversity.
On the lower side, People in Canada had much lower favorable scores than average in Company Performance.
Below are the most common areas that organizations in Canada 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.
1 I receive appropriate recognition for good work at [Company] | 68% favorable Feedback & Recognition |
2 Most of the systems and processes here support us getting our work done effectively | 58% favorable Enablement |
3 I believe there are good career opportunities for me at [Company] | 65% favorable Learning & Development |
Insights data provided by Culture Amp.
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