The People & Culture Platform | Culture Amp

DACH 2020

The DACH benchmark represents people who work in DACH. It covers all industries and functions. The benchmark includes people who work in Germany, Austria and Switzerland but their organizations have headquarters in other countries.

  • ~725k

    Questions answered
    in last 12 months

  • /
  • ~200

    Organizations

These insights represent ~725k questions answered from ~200 organizations with in-region presence, ranging in size from 10 to 2,200 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

    26%

  • Information Technology and Services

    12%

  • Internet

    6%

  • Financial Services

    4%

  • Public Relations and Communications

    3%

  • Retail

    3%

  • Insurance

    3%

  • Management Consulting

    3%

  • Electrical/Electronic Manufacturing

    3%

Included countries

  • 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 DACH employees are engaged

This is in the bottom 15% compared with other regions.


The average eNPS score for organizations in this benchmark is 10 and is in the bottom 18% 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

64%

1% above global average

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

80%

2% below global average

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

66%

3% 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

The highest scoring question for DACH 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 DACH were generally least favourable about Social Connection, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 20% of people disagreeing (+6% 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 DACH organizations.

1

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

73% favorable


The factor this relates most closely to is Learning & Development

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 DACH organizations.

1

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

73% favorable

Learning & Development
2

At [Company] we act on promising new or innovative ideas

60% favorable

Innovation
3

The products and services [Company] provides are as good as, or better than, our main competitors

67% favorable

Company Performance
4

I have confidence in the leaders at [Company]

68% favorable

Leadership
5

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

57% favorable

Leadership

How long do people stay?

In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% 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

73% favorable

Alignment & Involvement
2

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

73% favorable

Learning & Development
3

I have confidence in the leaders at [Company]

68% favorable

Leadership
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

3.75 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

3.5 stars (+0)

Recommend to Friend

70.5% (-0.5)

CEO Approval

82.0% (-2)

Are staff empowered with results?

Organizations in the DACH benchmark on average gave 11% of employees access to reports with their survey results. This is higher than average and demonstrates that organizations in this benchmark tend to be more transparent with their survey results to leaders and managers.

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%).



  • DACH


    11%

  • Global average


    10%



  • How does DACH compare?

    People in DACH were much more positive than average regarding Decision Making.


    On the lower side, People in DACH had much lower favorable scores than average in Action, Feedback & Recognition, and Social Connection.

    What are organizations focussing on?

    Below are the most common areas that organizations in DACH 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]

    57% favorable

    Learning & Development
    2

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

    57% favorable

    Leadership

    Insights data provided by Culture Amp. For a complete overview of 2021 Insights (Culture Amp Platform benchmarks) visit the Culture Amp Support Guide.

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

    Learn more about Insights with Culture Amp’s benchmarks

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