The government benchmark includes government organizations from all levels of government - from local councils to national bodies.
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
International Trade and Development
Security and Investigations
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 2% compared with other industries.
The average eNPS score for organizations in this benchmark is 4 and is in the bottom 5% compared with other industries.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
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
I see myself still working at [Company] in two years' time
5% below global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
7% below global average
I rarely think about looking for a job at another company
8% below global average
The highest scoring question for Government had 89% 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 Government 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).
In the short term, 25% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% 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.
Day-to-day decisions here demonstrate that quality and improvement are top priorities
62% favorableService & Quality Focus
[Company] is in a position to really succeed over the next three years
65% favorableCompany Performance
I have confidence in the leaders 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.
4.0 stars (+0.2)
Culture and Values
4.0 stars (+0.1)
Work Life Balance
3.0 stars (-0.8)
Compensation and Benefits
2.9 stars (-0.7)
3.0 stars (-0.5)
Recommend to Friend
Organizations in the Government benchmark on average gave 11% of employees access to reports with their survey results. This is higher than average and demonstrates that organizations in this benchmark tend to be more transparent with their survey results to leaders and managers.
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%).
People in Government were much more positive than average regarding Decision Making.
On the lower side, People in Government had much lower favorable scores than average in Feedback & Recognition, Voice, and Company Performance.
Below are the most common areas that organizations in Government 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.
I believe there are good career opportunities for me at [Company]
46% favorableLearning & Development
I receive appropriate recognition for good work at [Company]
65% favorableFeedback & Recognition
When it is clear that someone is not delivering in their role we do something about it
34% favorableFeedback & Recognition