The construction benchmark includes organizations that are involved in construction directly as well as via the construction supply chain with materials. These organizations tend to undertake contracting work on large commercial projects. Though there is also representation with some firms engaging in residential projects additionally.
~1.6m
Questions answered
in last 12 months
~30
Organizations
These insights represent ~1.6m questions answered from ~30 organizations, ranging in size from 40 to 14,100 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
Construction
87%
Building Materials
10%
Civil Engineering
3%
Oceania
40%
Europe
29%
North America
17%
Asia
12%
MEA
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 11% compared with other industries.
The average eNPS score for organizations in this benchmark is 18 and is in the top 37% 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 | 72% 9% above global average |
I rarely think about looking for a job at another company | 59% 4% above global average |
I would recommend [Company] as a great place to work | 84% 2% above global average |
I am proud to work for [Company] | 88% 2% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 67% 2% below global average |
People working in Construction are more engaged than Media Production & Publication, Government, Enterprise, and Marketing & Advertising. People working in Construction are less engaged than Engaging Growth.
The highest scoring question for Construction had 88% of People agreeing that they know how their work contributes to the goals of [company] (-1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Construction were generally least favourable about Leadership, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 23% of people disagreeing (+3% 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 Construction 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 Construction organizations.
1 [Company] is a great company for me to make a contribution to my development | 76% favorable Learning & Development |
2 My job performance is evaluated fairly | 62% favorable Feedback & Recognition |
3 I am happy with my current role relative to what was described to me | 74% favorable Alignment & Involvement |
4 I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies | 48% favorable Alignment & Involvement |
5 The leaders at [Company] demonstrate that people are important to the company's success | 68% favorable Leadership |
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-5% 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 [Company] really allows us to make a positive difference | 68% favorable Social Connection |
2 I am happy with my current role relative to what was described to me | 74% favorable Alignment & Involvement |
3 My job performance is evaluated fairly | 62% favorable Feedback & Recognition |
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 | 3.7 stars (-0.1) |
Culture and Values | 3.45 stars (-0.4) |
Work Life Balance | 3.2 stars (-0.6) |
Compensation and Benefits | 3.3 stars (-0.3) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 66.0% (-5) |
CEO Approval | 79.0% (-5) |
Organizations in the Construction benchmark on average gave 4% 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%
Construction
4%
People in Construction were much more positive than average regarding Decision Making.
On the lower side, People in Construction had much lower favorable scores than average in Feedback & Recognition, Fairness, and Voice.
Below are the most common areas that organizations in Construction 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 Other departments at [Company] collaborate well with us to get the job done | 58% favorable Collaboration & Communication |
2 I believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
3 I receive appropriate recognition for good work at [Company] | 62% favorable Feedback & Recognition |
Insights data provided by Culture Amp.
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