The consulting and staffing benchmark includes organizations that provide advisory and implementation services across a wide range of industries. These organizations tend to have the same leadership and employment structure - though they tend to range from professional engineering consulting, leadership and strategy consulting as well as talent search and recruitment.
~4.5m
Questions answered
in last 12 months
~80
Organizations
These insights represent ~4.5m questions answered from ~80 organizations, ranging in size from 30 to 22,800 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
Management Consulting
38%
Architecture & Planning
20%
Accounting
18%
Staffing and Recruiting
12%
Information Services
4%
Human Resources
4%
Professional Training & Coaching
2%
Market Research
2%
Europe
30%
Oceania
27%
North America
25%
Asia
16%
South America
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 bottom 30% compared with other industries.
The average eNPS score for organizations in this benchmark is 16 and is in the bottom 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 | 64% 1% above global average |
I would recommend [Company] as a great place to work | 81% 1% below global average |
I am proud to work for [Company] | 84% 2% 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 | 66% 3% below global average |
People working in Consulting & Staffing are more engaged than Media Production & Publication. People working in Consulting & Staffing are less engaged than Biotechnology & Medical Devices, Pharmaceuticals, Construction, and Hospitality.
The highest scoring question for Consulting & Staffing 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 Consulting & Staffing were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 20% of people disagreeing (+0% 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 Consulting and Staffing organizations.
The products and services [Company] provides are as good as, or better than, our main competitors
The factor this relates most closely to is Company Performance
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 Consulting and Staffing organizations.
1 The products and services [Company] provides are as good as, or better than, our main competitors | 72% favorable Company Performance |
2 The leaders at [Company] demonstrate that people are important to the company's success | 70% favorable Leadership |
3 I have confidence in the leaders at [Company] | 74% favorable Leadership |
4 [Company] is a great company for me to make a contribution to my development | 74% favorable Learning & Development |
5 People from all backgrounds have equal opportunities to succeed at [Company] | 79% favorable Fairness |
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, 11% 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 People from all backgrounds have equal opportunities to succeed at [Company] | 79% favorable Fairness |
2 The products and services [Company] provides are as good as, or better than, our main competitors | 72% favorable Company Performance |
3 Most of the systems and processes here support us getting our work done effectively | 59% favorable Enablement |
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 | 3.7 stars (-0.2) |
Work Life Balance | 3.7 stars (-0.1) |
Compensation and Benefits | 3.5 stars (-0.1) |
Career Opportunities | 3.6 stars (+0.1) |
Recommend to Friend | 71.0% (+0) |
CEO Approval | 85.5% (+1.5) |
Organizations in the Consulting and Staffing 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%
Consulting and Staffing
8%
People in Consulting & Staffing were much more positive than average regarding Decision Making.
On the lower side, People in Consulting & Staffing had much lower favorable scores than average in Voice.
Below are the most common areas that organizations in Consulting and Staffing 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] | 63% favorable Feedback & Recognition |
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] | 64% favorable Learning & Development |
Insights data provided by Culture Amp.
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