The contract permanent benchmark includes responses from only people who have this specific contract.
~10m
Questions answered
in last 12 months
~300
Organizations
These insights represent ~10m questions answered from ~300 organizations, ranging in size from 10 to 15,700 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
16%
Internet
7%
Information Technology and Services
6%
Non-Profit Organization Management
5%
Hospital & Health Care
4%
Financial Services
3%
Utilities
3%
Sports
2%
Retail
2%
Marketing and Advertising
2%
Construction
2%
Food & Beverages
2%
Insurance
2%
Investment Banking
2%
Higher Education
2%
Electrical/Electronic Manufacturing
2%
North America
40%
Oceania
25%
Europe
19%
Asia
8%
MEA
8%
South America
1%
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 23% compared with the overall average.
The average eNPS score for people in this group is 12 and is in the bottom 22% compared with the overall average.
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 am proud to work for [Company] | 85% 1% below global average |
I would recommend [Company] as a great place to work | 80% 2% below global average |
I rarely think about looking for a job at another company | 53% 2% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 64% 5% below global average |
The highest scoring question for Contract Permanent 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 Management.
People in Contract Permanent 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 22% of people disagreeing (+2% 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 Contract Permanent 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 Contract Permanent organizations.
1 [Company] is a great company for me to make a contribution to my development | 70% favorable Learning & Development |
2 I have confidence in the leaders at [Company] | 70% favorable Leadership |
3 The leaders at [Company] demonstrate that people are important to the company's success | 66% favorable Leadership |
4 [Company] effectively directs resources (funding, people and effort) towards company goals | 57% favorable Company Performance |
5 I am happy with my current role relative to what was described to me | 74% favorable Alignment & Involvement |
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% 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 am happy with my current role relative to what was described to me | 74% favorable Alignment & Involvement |
2 [Company] effectively directs resources (funding, people and effort) towards company goals | 57% favorable Company Performance |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 63% favorable Service & Quality Focus |
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 | 3.8 stars (-0.1) |
Work Life Balance | 3.8 stars (+0) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 69.0% (-2) |
CEO Approval | 83.0% (-1) |
Organizations in the Contract Permanent 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%
Contract Permanent
10%
People in Contract Permanent were much more positive than average regarding Decision Making.
On the lower side, People in Contract Permanent had much lower favorable scores than average in Fairness, Voice, and Innovation.
Insights data provided by Culture Amp.
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