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. This benchmark only includes organizations of size 1000–plus employees.
~0.9m
Questions answered
in last 12 months
~85
Organizations
These insights represent ~0.9m questions answered from ~85 organizations, 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
Computer Software
22%
Internet
7%
Financial Services
6%
Information Technology and Services
6%
Retail
5%
Staffing and Recruiting
4%
Health, Wellness and Fitness
4%
Public Relations and Communications
4%
Insurance
2%
Apparel & Fashion
2%
Management Consulting
2%
Automotive
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 top 45% compared with the overall average.
The average eNPS score for organizations in this benchmark is 14 and is in the bottom 30% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
[Company] motivates me to go beyond what I would in a similar role elsewhere | 74% 5% above global average |
I rarely think about looking for a job at another company | 59% 4% above global average |
I see myself still working at [Company] in two years' time | 65% 2% above global average |
I am proud to work for [Company] | 83% 3% below global average |
I would recommend [Company] as a great place to work | 78% 4% below global average |
People working in East Asia 1000+) are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in East Asia 1000+) are less engaged than Asia 500–1000), Finance 0–100), New Tech South America, and Hospitality United States.
The highest scoring question for East Asia 1000+) 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 East Asia 1000+) were generally least favourable about Company Performance, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 17% of people disagreeing (-6% below 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 East Asia (1000+) organizations.
I receive appropriate recognition for good work at [Company]
The factor this relates most closely to is Feedback & Recognition
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 (1000+) organizations.
1 I receive appropriate recognition for good work at [Company] | 70% favorable Feedback & Recognition |
2 I believe action will take place as a result of this survey | 68% favorable Action |
3 I believe there are good career opportunities for me at [Company] | 67% favorable Learning & Development |
4 The leaders at [Company] have communicated a vision that motivates me | 68% favorable Leadership |
5 At [Company] we act on promising new or innovative ideas | 65% favorable Innovation |
In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% 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 receive appropriate recognition for good work at [Company] | 70% favorable Feedback & Recognition |
2 I believe there are good career opportunities for me at [Company] | 67% favorable Learning & Development |
3 My manager (or someone in management) has shown a genuine interest in my career aspirations | 70% favorable Learning & Development |
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 | 3.6 stars (+0) |
Career Opportunities | 3.3 stars (-0.2) |
Recommend to Friend | 68.0% (-3) |
CEO Approval | 83.0% (-1) |
Organizations in the East Asia (1000+) benchmark on average gave 7% 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 (1000+)
7%
People in East Asia 1000+) were much more positive than average regarding Feedback & Recognition, Action, and Collaboration & Communication.
On the lower side, People in East Asia 1000+) had much lower favorable scores than average in Company Performance and Enablement.
Insights data provided by Culture Amp.
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