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
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%
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 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.
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 |
People working in DACH are less engaged than US West, Southeast Asia, US North East, and East Asia.
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).
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.
[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 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 |
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 |
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) |
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%
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.
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.
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