The food and beverage benchmark is primarily representative of food, beverage and alcohol production and distribution firms. The employees include a mix of front-office professionals, production and distribution.
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
Food & Beverages
Wine and Spirits
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 25% compared with the overall average.
The average eNPS score for organizations in this benchmark is 12 and is in the bottom 22% compared with the overall average.
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
1% above global average
I rarely think about looking for a job at another company
1% below global average
I am proud to work for [Company]
2% below global average
I would recommend [Company] as a great place to work
2% below global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
4% below global average
The highest scoring question for Food & Beverage Australia 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 Food & Beverage Australia were generally least favourable about Learning & Development, 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).
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, 14% of people see themselves leaving within two years (+2% 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.
We are encouraged to be innovative even though some of our initiatives may not succeed
Day-to-day decisions here demonstrate that quality and improvement are top priorities
68% favorableService & Quality Focus
I believe that my total compensation is fair, relative to similar roles at [Company]
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.
3.2 stars (-0.6)
Culture and Values
3.1 stars (-0.8)
Work Life Balance
3.3 stars (-0.5)
Compensation and Benefits
3.1 stars (-0.5)
2.7 stars (-0.8)
Recommend to Friend
Organizations in the Food and Beverage (Australia) benchmark on average gave 4% 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%).
Food and Beverage (Australia)
People in Food & Beverage Australia were much more positive than average regarding Decision Making.
On the lower side, People in Food & Beverage Australia had much lower favorable scores than average in Feedback & Recognition, Voice, and Collaboration & Communication.