The People & Culture Platform | Culture Amp

East Asia 2020

The East Asia benchmark represents people who work in East Asia. It covers all industries and functions. The benchmark includes people who work in East Asia but their organizations have headquarters in other countries.

  • ~1.1m

    Questions answered
    in last 12 months

  • /
  • ~150

    Organizations

These insights represent ~1.1m questions answered from ~150 organizations with in-region presence, ranging in size from 10 to 4,500 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

    21%

  • Information Technology and Services

    8%

  • Internet

    7%

  • Financial Services

    6%

  • Electrical/Electronic Manufacturing

    4%

  • Retail

    4%

  • Staffing and Recruiting

    3%

  • Public Relations and Communications

    3%

  • Consumer Electronics

    3%

  • Food & Beverages

    3%

  • Investment Management

    2%

  • Health, Wellness and Fitness

    2%

  • Marketing and Advertising

    2%

Included countries

  • China
  • Japan
  • Hong Kong
  • Republic of Korea
  • Mongolia
  • Uzbekistan
  • Kazakhstan
  • Taiwan
  • Macao

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.

74% of East Asia employees are engaged

This is in the top 31% compared with other regions.


The average eNPS score for organizations in this benchmark is 16 and is in the bottom 46% 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

69%

6% above global average

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

75%

6% above global average

I rarely think about looking for a job at another company

60%

5% above global average

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

80%

2% below global average

I am proud to work for [Company]

84%

2% below global average

The highest scoring question for East Asia had 90% of People agreeing that they know how their work contributes to the goals of [company] (+0% compared to overall) while they were generally most positive about Management.


People in East Asia were generally least favourable about Company Performance, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 12% of people disagreeing (-2% below 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 East Asia organizations.

1

I believe there are good career opportunities for me at [Company]

68% 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 East Asia organizations.

1

I believe there are good career opportunities for me at [Company]

68% favorable

Learning & Development
2

[Company] really allows us to make a positive difference

71% favorable

Social Connection
3

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

80% favorable

Learning & Development
4

I feel like I belong at [Company]

82% favorable

Belonging
5

I receive appropriate recognition for good work at [Company]

73% favorable

Feedback & Recognition

How long do people stay?

In the short term, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-5% compared to overall) while on a longer time frame, 8% of people see themselves leaving within two years (-4% 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 believe there are good career opportunities for me at [Company]

68% favorable

Learning & Development
2

I feel like I belong at [Company]

82% favorable

Belonging
3

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

69% 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

3.6 stars (-0.2)

Culture and Values

3.7 stars (-0.2)

Work Life Balance

3.6 stars (-0.2)

Compensation and Benefits

3.5 stars (-0.1)

Career Opportunities

3.3 stars (-0.2)

Recommend to Friend

68.0% (-3)

CEO Approval

83.0% (-1)

Are staff empowered with results?

Organizations in the East Asia 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%

  • East Asia


    8%



  • How does East Asia compare?

    People in East Asia were much more positive than average regarding Action, Feedback & Recognition, and Learning & Development.


    On the lower side, People in East Asia had much lower favorable scores than average in Company Performance.

    What are organizations focussing on?

    Below are the most common areas that organizations in East Asia 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]

    68% favorable

    Learning & Development
    2

    I am given opportunities to develop skills relevant to my interests

    70% favorable

    Learning & Development
    3

    I receive appropriate recognition for good work at [Company]

    73% favorable

    Feedback & Recognition

    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

    Build a world-class employee experience today

    Your browser is out of date. Our website is built to provide a faster, more engaging experience. Your browser may not support all of our features. Please update to the latest version of Microsoft Edge or contact your network administrator.

    Close browser update banner