The new tech numbers tell a story of (mostly) young and fast-growing companies that are some of the most in-demand places to work in the world right now. But what makes a New Tech company is not their age, size or industry - it is their approach to business. All of our New Tech companies are disruptive at their hearts; often internet-based or focused on creating new technologies. This benchmark only includes organizations of size 200–500 employees.
~2.5m
Questions answered
in last 12 months
~200
Organizations
These insights represent ~2.5m questions answered from ~200 organizations, ranging in size from 200 to 500 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
58%
Information Technology and Services
25%
Internet
13%
Computer Games
2%
North America
69%
Europe
18%
Asia
5%
Oceania
5%
MEA
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 top 45% compared with the overall average.
The average eNPS score for organizations in this benchmark is 23 and is in the top 21% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
[Company] motivates me to go beyond what I would in a similar role elsewhere | 71% 2% 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 |
I see myself still working at [Company] in two years' time | 63% Same as global average |
I am proud to work for [Company] | 86% Same as global average |
People working in New Tech 200–500) are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in New Tech 200–500) are less engaged than Finance 0–100), New Tech South America, Hospitality United States, and New Tech India.
The highest scoring question for New Tech 200–500) had 90% of People agreeing that they understand how their work contributes to [company]'s mission (-1% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in New Tech 200–500) were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 13% 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 New Tech (200–500) 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 New Tech (200–500) organizations.
1 [Company] is a great company for me to make a contribution to my development | 79% favorable Learning & Development |
2 I am satisfied with how decisions are made at [Company] | 54% favorable Decision Making |
3 Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at [Company] | 71% favorable Belonging |
4 I have confidence in the leaders at [Company] | 73% favorable Leadership |
5 The leaders at [Company] demonstrate that people are important to the company's success | 72% favorable Leadership |
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 Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at [Company] | 71% favorable Belonging |
2 I am satisfied with how decisions are made at [Company] | 54% favorable Decision Making |
3 I am happy with my current role relative to what was described to me | 76% favorable Alignment & Involvement |
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 | 4.0 stars (+0.2) |
Culture and Values | 4.0 stars (+0.1) |
Work Life Balance | 4.1 stars (+0.3) |
Compensation and Benefits | 3.9 stars (+0.3) |
Career Opportunities | 3.8 stars (+0.2) |
Recommend to Friend | 77.0% (+6) |
CEO Approval | 88.0% (+4) |
Organizations in the New Tech (200–500) 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%).
New Tech (200–500)
11%
Global average
10%
People in New Tech 200–500) were much more positive than average regarding Voice.
Insights data provided by Culture Amp.
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