The part time benchmark includes responses from only people who have this specific employment type.
~5m
Questions answered
in last 12 months
~350
Organizations
These insights represent ~5m questions answered from ~350 organizations, ranging in size from 10 to 41,600 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
7%
Non-Profit Organization Management
7%
Information Technology and Services
7%
Hospital & Health Care
5%
Apparel & Fashion
4%
Food & Beverages
4%
Hospitality
4%
Retail
3%
Utilities
3%
Insurance
3%
Investment Banking
3%
Higher Education
2%
Wholesale
2%
Sports
2%
Construction
2%
Internet
2%
Oceania
61%
North America
26%
Europe
12%
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 14% compared with the overall average.
The average eNPS score for people in this group 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.
I rarely think about looking for a job at another company | 55% Same as global average |
I am proud to work for [Company] | 85% 1% below global average |
I would recommend [Company] as a great place to work | 81% 1% below global average |
I see myself still working at [Company] in two years' time | 60% 3% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 62% 7% below global average |
The highest scoring question for Employment Part Time had 89% of People agreeing that they know what they need to do to be successful in their role (+4% compared to overall) while they were generally most positive about Work & Life Blend.
People in Employment Part Time were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 19% of people disagreeing (-1% 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 Employment Part Time organizations.
The leaders at [Company] demonstrate that people are important to the company's success
The factor this relates most closely to is Leadership
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 Employment Part Time organizations.
1 The leaders at [Company] demonstrate that people are important to the company's success | 67% favorable Leadership |
2 [Company] effectively directs resources (funding, people and effort) towards company goals | 59% favorable Company Performance |
3 The leaders at [Company] have communicated a vision that motivates me | 59% favorable Leadership |
4 I have confidence in the leaders at [Company] | 70% favorable Leadership |
5 [Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | 72% favorable Social Connection |
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 15% 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 [Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | 72% favorable Social Connection |
2 [Company] effectively directs resources (funding, people and effort) towards company goals | 59% favorable Company Performance |
3 I have confidence in the leaders at [Company] | 70% 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 | 3.5 stars (-0.3) |
Culture and Values | 3.6 stars (-0.3) |
Work Life Balance | 3.6 stars (-0.2) |
Compensation and Benefits | 3.3 stars (-0.3) |
Career Opportunities | 3.2 stars (-0.3) |
Recommend to Friend | 64.0% (-7) |
CEO Approval | 78.0% (-6) |
Organizations in the Employment Part Time 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%
Employment Part Time
7%
People in Employment Part Time were much more positive than average regarding Decision Making.
On the lower side, People in Employment Part Time had much lower favorable scores than average in Voice, Learning & Development, and Leadership.
Insights data provided by Culture Amp.
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