The China, Korea and Japan benchmark represents people who work in China, Korea and Japan. It covers all industries and functions. The benchmark includes people who work in China, Korea and Japan but their organizations have headquarters in other countries.
~710k
Questions answered
in last 12 months
~150
Organizations
These insights represent ~710k questions answered from ~150 organizations, with in-region presence ranging in size from 10 to 4,100 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
23%
Information Technology and Services
7%
Financial Services
6%
Internet
6%
Electrical/Electronic Manufacturing
4%
Staffing and Recruiting
4%
Food & Beverages
3%
Retail
3%
Marketing and Advertising
3%
Public Relations and Communications
3%
Investment Management
3%
Insurance
2%
Health, Wellness and Fitness
2%
Automotive
2%
Consumer Electronics
2%
Pharmaceuticals
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 4% compared with other regions.
The average eNPS score for organizations in this benchmark is 22 and is in the top 31% compared with other regions.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
[Company] motivates me to go beyond what I would in a similar role elsewhere | 79% 10% above global average |
I see myself still working at [Company] in two years' time | 70% 7% above global average |
I rarely think about looking for a job at another company | 62% 7% above global average |
I would recommend [Company] as a great place to work | 83% 1% above global average |
I am proud to work for [Company] | 86% Same as global average |
People working in China Korea Japan are more engaged than Nordic, Benelux, Central Europe, and Germany Austria Switzerland.
The highest scoring question for China Korea Japan had 92% of People agreeing that they know how their work contributes to the goals of [company] (+3% compared to overall) while they were generally most positive about Management.
People in China Korea Japan were generally least favourable about Company Performance, 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 14% of people disagreeing (-8% 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 China Korea Japan organizations.
I receive appropriate recognition for good work at [Company]
The factor this relates most closely to is Feedback & Recognition
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 China Korea Japan organizations.
1 I receive appropriate recognition for good work at [Company] | 76% favorable Feedback & Recognition |
2 The leaders at [Company] have communicated a vision that motivates me | 73% favorable Leadership |
3 [Company] really allows us to make a positive difference | 71% favorable Social Connection |
4 I believe that my total compensation is fair, relative to similar roles at [Company] | 58% favorable Fairness |
5 I believe there are good career opportunities for me at [Company] | 74% favorable Learning & Development |
In the short term, 14% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-6% 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.
1 I believe that my total compensation is fair, relative to similar roles at [Company] | 58% favorable Fairness |
2 I receive appropriate recognition for good work at [Company] | 76% favorable Feedback & Recognition |
3 The leaders at [Company] have communicated a vision that motivates me | 73% 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 | 3.6 stars (-0.2) |
Culture and Values | 3.7 stars (-0.2) |
Work Life Balance | 3.5 stars (-0.3) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.3 stars (-0.2) |
Recommend to Friend | 69.0% (-2) |
CEO Approval | 83.0% (-1) |
Organizations in the China Korea Japan 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%
China Korea Japan
8%
People in China Korea Japan were much more positive than average regarding Fairness, Feedback & Recognition, and Action.
Insights data provided by Culture Amp.
What makes Insights special? Gain a deeper understanding of how they work.
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.