The Europe benchmark represents people who work in Europe. It covers all industries and functions. The benchmark includes people who work in Europe but their organizations have headquarters in other countries. This benchmark only includes organizations of size 500–1000 employees.
~0.9m
Questions answered
in last 12 months
~100
Organizations
These insights represent ~0.9m questions answered from ~100 organizations, ranging in size from 10 to 1,000 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
32%
Internet
10%
Information Technology and Services
8%
Marketing and Advertising
5%
Public Relations and Communications
3%
Consumer Electronics
2%
Hospitality
2%
Building Materials
2%
Higher Education
2%
Gambling & Casinos
2%
Computer & Network Security
2%
Pharmaceuticals
2%
Retail
2%
Electrical/Electronic Manufacturing
2%
Leisure, Travel & Tourism
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 bottom 24% 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.
I would recommend [Company] as a great place to work | 82% Same as global average |
I rarely think about looking for a job at another company | 55% Same as 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 | 66% 3% below global average |
I am proud to work for [Company] | 83% 3% below global average |
People working in Europe 500–1000) are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in Europe 500–1000) are less engaged than Wholesale Male, Professional Services North America, Professional Services Northern America, and New Tech Spain.
The highest scoring question for Europe 500–1000) had 86% of People agreeing that they know how their work contributes to the goals of [company] (-2% compared to overall) while they were generally most positive about Management.
People in Europe 500–1000) were generally least favourable about Service & Quality Focus, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 22% of people disagreeing (+2% above 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 Europe (500–1000) 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 Europe (500–1000) organizations.
1 The leaders at [Company] demonstrate that people are important to the company's success | 68% favorable Leadership |
2 I have confidence in the leaders at [Company] | 69% favorable Leadership |
3 Generally, the right people are rewarded and recognized at [Company] | 50% favorable Feedback & Recognition |
4 The leaders at [Company] have communicated a vision that motivates me | 65% favorable Leadership |
5 At [Company] we act on promising new or innovative ideas | 59% favorable Innovation |
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% compared to overall) while on a longer time frame, 13% of people see themselves leaving within two years (+1% 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] | 58% favorable Learning & Development |
2 I am happy with my current role relative to what was described to me | 69% favorable Alignment & Involvement |
3 I have confidence in the leaders at [Company] | 69% 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 | 3.8 stars (+0) |
Culture and Values | 3.8 stars (-0.1) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.7 stars (+0.1) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 73.0% (+2) |
CEO Approval | 83.0% (-1) |
Organizations in the Europe (500–1000) benchmark on average gave 10% 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%
Europe (500–1000)
10%
People in Europe 500–1000) were much more positive than average regarding Decision Making.
On the lower side, People in Europe 500–1000) had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
Insights data provided by Culture Amp.
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