The People & Culture Platform | Culture Amp

Enterprise 2020

The enterprise benchmark represents employee experiences at the largest organizations using the Culture Amp platform. Company sizes range from approximately 5,000 to 100,000+ employees. These organizations usually are multinational, have numerous divisions and employ large groups of people across many different functions.

  • ~21m

    Questions answered
    in last 12 months

  • /
  • ~25

    Organizations

These insights represent ~21m questions answered from ~25 organizations, ranging in size from 10,260 to 114,100 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

  • Retail

    21%

  • Apparel & Fashion

    8%

  • Hospital & Health Care

    8%

  • Staffing and Recruiting

    8%

  • Food & Beverages

    8%

  • Construction

    4%

  • Wholesale

    4%

  • Automotive

    4%

  • Transportation/Trucking/Railroad

    4%

  • Non-Profit Organization Management

    4%

  • Information Technology and Services

    4%

  • Computer Software

    4%

  • Public Relations and Communications

    4%

  • Financial Services

    4%

  • Investment Management

    4%

  • Motion Pictures and Film

    4%

Region breakdown

  • North America

    37%

  • Oceania

    36%

  • Europe

    18%

  • Asia

    6%

  • South America

    1%

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.

66% of Enterprise employees are engaged

This is in the bottom 4% compared with other industries.


The average eNPS score for organizations in this benchmark is 8 and is in the bottom 9% compared with other industries.

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

64%

1% above global average

I rarely think about looking for a job at another company

51%

4% below global average

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

76%

6% below global average

I am proud to work for [Company]

80%

6% below global average

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

61%

8% below global average

The highest scoring question for Enterprise had 87% of People agreeing that they know what they need to do to be successful in their role (+2% compared to overall) while they were generally most positive about Management.


People in Enterprise were generally least favourable about Collaboration & Communication, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 18% of people disagreeing (+4% above 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 Enterprise organizations.

1

[Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine

62% favorable


The factor this relates most closely to is Social Connection

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 Enterprise organizations.

1

[Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine

62% favorable

Social Connection
2

My manager genuinely cares about my wellbeing

76% favorable

Management
3

I believe that my total compensation is fair, relative to similar roles at [Company]

51% favorable

Fairness
4

The products and services [Company] provides are as good as, or better than, our main competitors

74% favorable

Company Performance
5

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

54% favorable

Learning & Development

How long do people stay?

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, 12% of people see themselves leaving within two years (+0% 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

62% favorable

Social Connection
2

At [Company] we act on promising new or innovative ideas

59% favorable

Innovation
3

I know how my work contributes to the goals of [Company]

85% favorable

Alignment & Involvement
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

3.4 stars (-0.4)

Culture and Values

3.5 stars (-0.4)

Work Life Balance

3.4 stars (-0.4)

Compensation and Benefits

3.2 stars (-0.4)

Career Opportunities

3.1 stars (-0.4)

Recommend to Friend

59.0% (-12)

CEO Approval

73.0% (-11)

Are staff empowered with results?

Organizations in the Enterprise benchmark on average gave 3% 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%

  • Enterprise


    3%



  • How does Enterprise compare?


    On the lower side, People in Enterprise had much lower favorable scores than average in Action, Feedback & Recognition, and Fairness.

    What are organizations focussing on?

    Below are the most common areas that organizations in Enterprise 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

    At [Company] there is open and honest two-way communication

    58% favorable

    Collaboration & Communication
    2

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

    57% favorable

    Leadership
    3

    I receive appropriate recognition for good work at [Company]

    60% 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

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