The Employee Experience Platform | Culture Amp

Central Europe 2020

The Central Europe benchmark represents people who work in Central Europe. It covers all industries and functions. The benchmark includes people who work in Central Europe but their organizations have headquarters in other countries.

  • ~1.5m

    Questions answered
    in last 12 months

  • /
  • ~200

    Organizations

These insights represent ~1.5m questions answered from ~200 organizations, with in-region presence ranging in size from 10 to 8,900 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

Industry breakdown

  • Computer Software

    29%

  • Information Technology and Services

    13%

  • Internet

    7%

  • Financial Services

    4%

  • Public Relations and Communications

    3%

  • Management Consulting

    3%

  • Food & Beverages

    3%

  • Retail

    3%

  • Investment Banking

    2%

  • Insurance

    2%

  • Electrical/Electronic Manufacturing

    2%

  • Marketing and Advertising

    2%

Included countries

  • Poland
  • Hungary
  • Czech Republic
  • Slovak Republic
  • Czechia
  • Slovenia
  • Germany
  • Switzerland
  • Austria

Are employees committed to their organizations?

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.

69% of Central Europe employees are engaged

This is in the bottom 8% compared with other regions.


The average eNPS score for organizations in this benchmark is 15 and is in the bottom 39% compared with other regions.

Understanding the engagement questions

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

63%

Same as global average

I would recommend [Company] as a great place to work

81%

1% below global average

I am proud to work for [Company]

83%

3% below global average

I rarely think about looking for a job at another company

52%

3% below global average

[Company] motivates me to go beyond what I would in a similar role elsewhere

65%

4% below global average

The highest scoring question for Central Europe had 87% 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 Work & Life Blend.


People in Central Europe were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 18% of people disagreeing (+4% above average).

Which questions matter the most?

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 Central Europe organizations.

1

I feel like I belong at [Company]

81% favorable


The factor this relates most closely to is Belonging

Which questions matter the most?

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 Central Europe organizations.

1

I feel like I belong at [Company]

81% favorable

Belonging
2

[Company] is a great company for me to make a contribution to my development

76% favorable

Learning & Development
3

The leaders at [Company] have communicated a vision that motivates me

57% favorable

Leadership
4

I have confidence in the leaders at [Company]

69% favorable

Leadership
5

We acknowledge people who deliver outstanding service here

68% favorable

Service & Quality Focus

How long do people stay?

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 have confidence in the leaders at [Company]

69% favorable

Leadership
2

I feel like I belong at [Company]

81% favorable

Belonging
3

[Company] is a great company for me to make a contribution to my development

76% favorable

Learning & Development
Average Glassdoor ratings

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

3.8 stars (+0)

Compensation and Benefits

3.7 stars (+0.1)

Career Opportunities

3.6 stars (+0.1)

Recommend to Friend

70.0% (-1)

CEO Approval

82.5% (-1.5)

Are staff empowered with results?

Organizations in the Central Europe 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%

  • Central Europe


    10%



  • How does Central Europe compare?

    People in Central Europe were much more positive than average regarding Decision Making and Belonging.


    On the lower side, People in Central Europe had much lower favorable scores than average in Action, Social Connection, and Service & Quality Focus.

    What are organizations focussing on?

    Below are the most common areas that organizations in Central Europe 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 believe there are good career opportunities for me at [Company]

    58% favorable

    Learning & Development
    2

    I receive appropriate recognition for good work at [Company]

    67% favorable

    Feedback & Recognition
    3

    I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies

    53% favorable

    Alignment & Involvement

    Insights data provided by Culture Amp.

    What makes Insights special? Gain a deeper understanding of how they work.

    Learn more about Insights with Culture Amp’s benchmarks

    Build a world-class employee experience today

    Your browser is out of date. Our website is built to provide a faster, more engaging experience. Your browser may not support all of our features. Please update to the latest version of Microsoft Edge or contact your network administrator.

    Close browser update banner