The Eastern Europe benchmark represents people who work in Eastern Europe. It covers all industries and functions. The benchmark includes people who work in Eastern Europe but their organizations have headquarters in other countries.
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Computer Software
33%
Information Technology and Services
12%
Internet
7%
Gambling & Casinos
5%
Financial Services
5%
Electrical/Electronic Manufacturing
3%
Investment Management
2%
Health, Wellness and Fitness
2%
Public Relations and Communications
2%
Insurance
2%
Staffing and Recruiting
2%
Food & Beverages
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 8% compared with other regions.
The average eNPS score for organizations in this benchmark is 32 and is in the top 11% compared with other regions.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I rarely think about looking for a job at another company | 63% 8% above global average |
I see myself still working at [Company] in two years' time | 69% 6% above global average |
I would recommend [Company] as a great place to work | 88% 6% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 72% 3% above global average |
I am proud to work for [Company] | 88% 2% above global average |
People working in Eastern Europe are more engaged than Nordic, Benelux, Central Europe, and Germany Austria Switzerland.
The highest scoring question for Eastern Europe had 89% 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 Work & Life Blend.
People in Eastern Europe were generally least favourable about Service & Quality Focus, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 14% of people disagreeing (+0% above average).
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, 9% of people see themselves leaving within two years (-3% 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 | 82% favorable Alignment & Involvement |
2 The leaders at [Company] demonstrate that people are important to the company's success | 73% favorable Leadership |
3 [Company] really allows us to make a positive difference | 77% favorable Social Connection |
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 | 3.9 stars (+0.1) |
Culture and Values | 3.9 stars (+0) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.8 stars (+0.2) |
Career Opportunities | 3.55 stars (+0) |
Recommend to Friend | 75.5% (+4.5) |
CEO Approval | 86.0% (+2) |
Organizations in the Eastern Europe 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%).
Eastern Europe
11%
Global average
10%
People in Eastern Europe were much more positive than average regarding Feedback & Recognition, Leadership, and Voice.
Below are the most common areas that organizations in Eastern Europe 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 My manager (or someone in management) has shown a genuine interest in my career aspirations | 70% favorable Learning & Development |
2 I receive appropriate recognition for good work at [Company] | 72% favorable Feedback & Recognition |
3 I believe there are good career opportunities for me at [Company] | 68% favorable Learning & Development |
Insights data provided by Culture Amp.
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