The Middle East benchmark represents people who work in Middle East. It covers all industries and functions. The benchmark includes people who work in Middle East but their organizations have headquarters in other countries.
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
Information Technology and Services
Marketing and Advertising
Motion Pictures and Film
Non-Profit Organization Management
Leisure, Travel & Tourism
Computer & Network Security
Food & Beverages
Public Relations and Communications
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 48% compared with other regions.
The average eNPS score for organizations in this benchmark is 27 and is in the top 19% 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
5% above global average
I am proud to work for [Company]
3% above global average
I would recommend [Company] as a great place to work
2% above global average
I rarely think about looking for a job at another company
Same as global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
1% below global average
The highest scoring question for Middle East had 90% of People agreeing that they know how their work contributes to the goals of [company] (+1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Middle East 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 16% of people disagreeing (-4% below average).
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 8% of people see themselves leaving within two years (-4% 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.
The leaders at [Company] demonstrate that people are important to the company's success
[Company] is a great company for me to make a contribution to my development
76% favorableLearning & Development
At [Company] there is open and honest two-way communication
69% favorableCollaboration & Communication
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.
3.7 stars (-0.1)
Culture and Values
3.8 stars (-0.1)
Work Life Balance
3.7 stars (-0.1)
Compensation and Benefits
3.6 stars (+0)
3.5 stars (+0)
Recommend to Friend
Organizations in the Middle East 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%).
People in Middle East were much more positive than average regarding Collaboration & Communication, Decision Making, and Teamwork & Ownership.
On the lower side, People in Middle East had much lower favorable scores than average in Social Connection, Learning & Development, and Enablement.
Below are the most common areas that organizations in Middle East 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.
Other departments at [Company] collaborate well with us to get the job done
63% favorableCollaboration & Communication
I am given opportunities to develop skills relevant to my interests
61% favorableLearning & Development
My manager (or someone in management) has shown a genuine interest in my career aspirations
59% favorableLearning & Development