The Middle East & Africa benchmark represents people who work in Middle East & Africa. It covers all industries and functions. The benchmark includes people who work in Middle East & Africa but their organizations have headquarters in other countries.
~1.2m
Questions answered
in last 12 months
~100
Organizations
These insights represent ~1.2m questions answered from ~100 organizations, with in-region presence ranging in size from 10 to 6,800 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
24%
Information Technology and Services
12%
Internet
8%
Financial Services
4%
Insurance
3%
Public Relations and Communications
3%
Marketing and Advertising
3%
Non-Profit Organization Management
3%
Motion Pictures and Film
2%
Entertainment
2%
Food & Beverages
2%
Leisure, Travel & Tourism
2%
Printing
2%
Pharmaceuticals
2%
Computer & Network Security
2%
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 42% compared with other regions.
The average eNPS score for organizations in this benchmark is 30 and is in the top 14% 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 | 66% 3% above global average |
I am proud to work for [Company] | 89% 3% above global average |
I would recommend [Company] as a great place to work | 84% 2% above global average |
I rarely think about looking for a job at another company | 56% 1% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 68% 1% below global average |
People working in Middle East & Africa are more engaged than Nordic and Benelux. People working in Middle East & Africa are less engaged than Latin America.
The highest scoring question for Middle East & Africa 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 Teamwork & Ownership.
People in Middle East & Africa were generally least favourable about Social Connection, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 24% of people disagreeing (+1% above 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 Middle East and Africa organizations.
[Company] is a great company for me to make a contribution to my development
The factor this relates most closely to is Learning & Development
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 Middle East and Africa organizations.
1 [Company] is a great company for me to make a contribution to my development | 77% favorable Learning & Development |
2 The leaders at [Company] demonstrate that people are important to the company's success | 69% favorable Leadership |
3 Generally, the right people are rewarded and recognized at [Company] | 55% favorable Feedback & Recognition |
4 I believe action will take place as a result of this survey | 58% favorable Action |
5 I believe there are good career opportunities for me at [Company] | 63% favorable Learning & Development |
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, 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 [Company] is a great company for me to make a contribution to my development | 77% favorable Learning & Development |
2 The leaders at [Company] demonstrate that people are important to the company's success | 69% favorable Leadership |
3 At [Company] there is open and honest two-way communication | 67% favorable Collaboration & 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.
Overall Rating | 3.9 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) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 72.0% (+1) |
CEO Approval | 87.0% (+3) |
Organizations in the Middle East and Africa 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%
Middle East and Africa
9%
People in Middle East & Africa were much more positive than average regarding Action, Decision Making, and Company Performance.
On the lower side, People in Middle East & Africa had much lower favorable scores than average in Fairness, Social Connection, and Work & Life Blend.
Below are the most common areas that organizations in Middle East and Africa 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] | 67% favorable Feedback & Recognition |
2 I have confidence in the leaders at [Company] | 73% favorable Leadership |
3 Other departments at [Company] collaborate well with us to get the job done | 65% favorable Collaboration & Communication |
Insights data provided by Culture Amp.
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