The Hong Kong benchmark represents people who work in Hong Kong. It covers all industries and functions. The benchmark includes people who work in Hong Kong but their organizations have headquarters in other countries.
Emerging
Benchmark status
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
Computer Software
20%
Information Technology and Services
10%
Financial Services
8%
Retail
5%
Public Relations and Communications
5%
Architecture & Planning
3%
Legal Services
3%
Staffing and Recruiting
3%
Health, Wellness and Fitness
3%
Consumer Electronics
3%
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 22% compared with other countries.
The average eNPS score for organizations in this benchmark is 2 and is in the bottom 14% compared with other countries.
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 | 65% 2% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 69% Same as global average |
I rarely think about looking for a job at another company | 55% Same as global average |
I would recommend [Company] as a great place to work | 77% 5% below global average |
I am proud to work for [Company] | 79% 7% below global average |
The highest scoring question for Hong Kong had 86% of People agreeing that they know how their work contributes to the goals of [company] (-3% compared to overall) while they were generally most positive about Teamwork & Ownership.
People in Hong Kong were generally least favourable about Company Performance, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at [Company]' with 18% of people disagreeing (-5% below average).
In the short term, 13% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-7% compared to overall) while on a longer time frame, 10% 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.
1 I believe there are good career opportunities for me at [Company] | 62% favorable Learning & Development |
2 [Company] is a great company for me to make a contribution to my development | 76% favorable Learning & Development |
3 The leaders at [Company] demonstrate that people are important to the company's success | 74% 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 | 3.5 stars (-0.3) |
Culture and Values | 3.6 stars (-0.3) |
Work Life Balance | 3.5 stars (-0.3) |
Compensation and Benefits | 3.4 stars (-0.2) |
Career Opportunities | 3.3 stars (-0.2) |
Recommend to Friend | 65.0% (-6) |
CEO Approval | 79.0% (-5) |
Organizations in the Hong Kong benchmark on average gave 8% 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%
Hong Kong
8%
People in Hong Kong were much more positive than average regarding Action, Feedback & Recognition, and Service & Quality Focus.
On the lower side, People in Hong Kong had much lower favorable scores than average in Company Performance.
Below are the most common areas that organizations in Hong Kong 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 I believe there are good career opportunities for me at [Company] | 62% favorable Learning & Development |
2 [Company] is in a position to really succeed over the next three years | 67% favorable Company Performance |
3 The leaders at [Company] have communicated a vision that motivates me | 65% favorable Leadership |
Insights data provided by Culture Amp.
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