The insurance benchmark is made up of companies that provide a variety of insurance services; including health insurance, specialty and standard commercial lines insurance, risk assessment, car and motorcycle insurance and associated comparison services. The benchmark includes traditional providers of insurance as well as organizations that lean towards more technology oriented solutions.
~1.6m
Questions answered
in last 12 months
~45
Organizations
These insights represent ~1.6m questions answered from ~45 organizations, ranging in size from 40 to 8,200 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
Insurance
100%
North America
54%
Oceania
30%
Europe
13%
Asia
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 43% compared with other industries.
The average eNPS score for organizations in this benchmark is 16 and is in the bottom 49% compared with other industries.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I rarely think about looking for a job at another company | 58% 3% above global average |
I see myself still working at [Company] in two years' time | 64% 1% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 68% 1% below global average |
I am proud to work for [Company] | 84% 2% below global average |
I would recommend [Company] as a great place to work | 80% 2% below global average |
People working in Insurance are more engaged than Media Production & Publication, Government, Enterprise, and Marketing & Advertising. People working in Insurance are less engaged than Investment Management, Computer & Network Security, and Engaging Growth.
The highest scoring question for Insurance 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 Management.
People in Insurance were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 19% of people disagreeing (-1% below 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 Insurance organizations.
I have confidence in the leaders at [Company]
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 Insurance organizations.
1 I have confidence in the leaders at [Company] | 74% favorable Leadership |
2 I believe action will take place as a result of this survey | 55% favorable Action |
3 I am happy with my current role relative to what was described to me | 76% favorable Alignment & Involvement |
4 The leaders at [Company] demonstrate that people are important to the company's success | 68% favorable Leadership |
5 [Company] effectively directs resources (funding, people and effort) towards company goals | 56% favorable Company Performance |
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+0% 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 am happy with my current role relative to what was described to me | 76% favorable Alignment & Involvement |
2 I believe action will take place as a result of this survey | 55% favorable Action |
3 I have confidence in the leaders at [Company] | 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 | 3.55 stars (-0.2) |
Culture and Values | 3.35 stars (-0.5) |
Work Life Balance | 3.55 stars (-0.2) |
Compensation and Benefits | 3.4 stars (-0.2) |
Career Opportunities | 3.1 stars (-0.4) |
Recommend to Friend | 65.5% (-5.5) |
CEO Approval | 86.0% (+2) |
Organizations in the Insurance benchmark on average gave 12% 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%).
Insurance
12%
Global average
10%
People in Insurance were much more positive than average regarding Decision Making and Social Connection.
On the lower side, People in Insurance had much lower favorable scores than average in Voice.
Below are the most common areas that organizations in Insurance 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] | 63% favorable Learning & Development |
2 At [Company] there is open and honest two-way communication | 64% favorable Collaboration & Communication |
3 I receive appropriate recognition for good work at [Company] | 69% favorable Feedback & Recognition |
Insights data provided by Culture Amp.
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