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 16% compared with the overall average.
The average eNPS score for organizations in this benchmark is 24 and is in the top 19% 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
1% below global average
I am proud to work for [Company]
2% below global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
2% below global average
I rarely think about looking for a job at another company
3% below global average
I see myself still working at [Company] in two years' time
4% below global average
The highest scoring question for Food & Beverage Northern America had 88% 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 Food & Beverage Northern America were generally least favourable about Leadership, 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, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 11% 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.
Workloads are divided fairly among people where I work
57% favorableTeamwork & Ownership
[Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine
76% favorableSocial Connection
[Company] effectively directs resources (funding, people and effort) towards company goals
59% favorableCompany Performance
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.
3.6 stars (-0.2)
Culture and Values
3.6 stars (-0.3)
Work Life Balance
3.6 stars (-0.2)
Compensation and Benefits
3.5 stars (-0.1)
3.3 stars (-0.2)
Recommend to Friend
Organizations in the Food and Beverage (Northern America) benchmark on average gave 5% 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 (Northern America)
People in Food & Beverage Northern America were much more positive than average regarding Decision Making, Service & Quality Focus, and Social Connection.
On the lower side, People in Food & Beverage Northern America had much lower favorable scores than average in Action and Voice.