The investment management benchmark contains investment firms and organizations that sell investment products and assets as well as manage assets on behalf of clients.
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
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 top 3% compared with the overall average.
The average eNPS score for organizations in this benchmark is 38 and is in the top 2% 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
11% above global average
I rarely think about looking for a job at another company
9% above global average
I would recommend [Company] as a great place to work
7% above global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
6% above global average
I am proud to work for [Company]
5% above global average
The highest scoring question for Investment Management Northern America had 91% of People agreeing that they know how their work contributes to the goals of [company] (+2% compared to overall) while they were generally most positive about Work & Life Blend.
People in Investment Management Northern America 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 19% of people disagreeing (-1% below average).
In the short term, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-5% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-5% 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
72% favorableService & Quality Focus
[Company] effectively directs resources (funding, people and effort) towards company goals
65% favorableCompany Performance
[Company] is a great company for me to make a contribution to my development
79% favorableLearning & Development
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.
3.55 stars (-0.2)
Culture and Values
3.45 stars (-0.4)
Work Life Balance
3.65 stars (-0.1)
Compensation and Benefits
3.15 stars (-0.5)
3.25 stars (-0.3)
Recommend to Friend
Organizations in the Investment Management (Northern America) 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%).
Investment Management (Northern America)
People in Investment Management Northern America were much more positive than average regarding Feedback & Recognition, Collaboration & Communication, and Service & Quality Focus.
On the lower side, People in Investment Management Northern America had much lower favorable scores than average in Voice.