The Latin America benchmark represents people who work in Latin America. It covers all industries and functions. The benchmark includes people who work in Latin America but their organizations have headquarters in other countries.
~755k
Questions answered
in last 12 months
~100
Organizations
These insights represent ~755k questions answered from ~100 organizations, with in-region presence ranging in size from 10 to 2,100 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
Computer Software
27%
Internet
11%
Information Technology and Services
10%
Marketing and Advertising
3%
Transportation/Trucking/Railroad
3%
Electrical/Electronic Manufacturing
3%
Hospitality
3%
Financial Services
3%
Staffing and Recruiting
2%
Management Consulting
2%
Non-Profit Organization Management
2%
Leisure, Travel & Tourism
2%
Online Media
2%
Apparel & Fashion
2%
Insurance
2%
South America
61%
North America
29%
Central America
11%
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 the highest scoring group compared with other regions.
The average eNPS score for organizations in this benchmark is 36 and is in the top 5% compared with other regions.
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 | 73% 10% above global average |
I would recommend [Company] as a great place to work | 88% 6% above global average |
I am proud to work for [Company] | 90% 4% above global average |
I rarely think about looking for a job at another company | 59% 4% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 73% 4% above global average |
People working in Latin America are more engaged than Nordic, Benelux, Central Europe, and Germany Austria Switzerland.
The highest scoring question for Latin America had 92% 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 Work & Life Blend.
People in Latin America were generally least favourable about Social Connection, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 17% of people disagreeing (-3% 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 Latin America organizations.
I believe that my total compensation is fair, relative to similar roles at [Company]
The factor this relates most closely to is Fairness
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 Latin America organizations.
1 I believe that my total compensation is fair, relative to similar roles at [Company] | 58% favorable Fairness |
2 We are encouraged to be innovative even though some of our initiatives may not succeed | 74% favorable Innovation |
3 [Company] really allows us to make a positive difference | 71% favorable Social Connection |
4 I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies | 56% favorable Alignment & Involvement |
5 At [Company] there is open and honest two-way communication | 70% favorable Collaboration & Communication |
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-3% 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 that my total compensation is fair, relative to similar roles at [Company] | 58% favorable Fairness |
2 I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies | 56% favorable Alignment & Involvement |
3 We are encouraged to be innovative even though some of our initiatives may not succeed | 74% favorable Innovation |
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 | 3.7 stars (-0.1) |
Culture and Values | 3.75 stars (-0.1) |
Work Life Balance | 3.6 stars (-0.2) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.35 stars (-0.2) |
Recommend to Friend | 69.5% (-1.5) |
CEO Approval | 85.0% (+1) |
Organizations in the Latin America benchmark on average gave 9% 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%
Latin America
9%
People in Latin America were much more positive than average regarding Action, Decision Making, and Collaboration & Communication.
Below are the most common areas that organizations in Latin America 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 receive appropriate recognition for good work at [Company] | 66% favorable Feedback & Recognition |
2 Generally, the right people are rewarded and recognized at [Company] | 57% favorable Feedback & Recognition |
3 The leaders at [Company] have communicated a vision that motivates me | 70% favorable Leadership |
Insights data provided by Culture Amp.
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