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New Zealand 2020

The New Zealand benchmark represents people who work in New Zealand. It covers all industries and functions. The benchmark includes people who work in New Zealand but their organizations have headquarters in other countries.

  • ~1m

    Questions answered
    in last 12 months

  • /
  • ~150

    Organizations

These insights represent ~1m questions answered from ~150 organizations with in-region presence, ranging in size from 10 to 1,800 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

Industry breakdown

  • Computer Software

    8%

  • Insurance

    6%

  • Investment Banking

    5%

  • Construction

    4%

  • Accounting

    4%

  • Oil & Energy

    3%

  • Apparel & Fashion

    3%

  • Food & Beverages

    3%

  • Retail

    3%

  • Wholesale

    3%

  • Staffing and Recruiting

    3%

  • Sports

    3%

  • Financial Services

    3%

  • Non-Profit Organization Management

    3%

Are employees committed to their organizations?

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.

68% of New Zealand employees are engaged

This is in the bottom 6% compared with other countries.


The average eNPS score for organizations in this benchmark is 10 and is in the bottom 34% compared with other countries.

Understanding the engagement questions

Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.

I am proud to work for [Company]

85%

1% below global average

I see myself still working at [Company] in two years' time

60%

3% below global average

I rarely think about looking for a job at another company

52%

3% below global average

I would recommend [Company] as a great place to work

78%

4% below global average

[Company] motivates me to go beyond what I would in a similar role elsewhere

63%

6% below global average

The highest scoring question for New Zealand had 87% 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 New Zealand were generally least favourable about Leadership, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 21% of people disagreeing (+1% above average).

Which questions matter the most?

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 Zealand organizations.

1

[Company] is a great company for me to make a contribution to my development

69% favorable


The factor this relates most closely to is Learning & Development

Which questions matter the most?

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 Zealand organizations.

1

[Company] is a great company for me to make a contribution to my development

69% favorable

Learning & Development
2

The leaders at [Company] demonstrate that people are important to the company's success

67% favorable

Leadership
3

[Company] effectively directs resources (funding, people and effort) towards company goals

58% favorable

Company Performance
4

At [Company] we act on promising new or innovative ideas

62% favorable

Innovation
5

Most of the systems and processes here support us getting our work done effectively

59% favorable

Enablement

How long do people stay?

In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 13% of people see themselves leaving within two years (+1% 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

The leaders at [Company] demonstrate that people are important to the company's success

67% favorable

Leadership
2

[Company] is a great company for me to make a contribution to my development

69% favorable

Learning & Development
3

I believe that my total compensation is fair, relative to similar roles at [Company]

44% favorable

Fairness
Average Glassdoor ratings

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

3.35 stars (-0.4)

Culture and Values

3.5 stars (-0.4)

Work Life Balance

3.5 stars (-0.3)

Compensation and Benefits

3.15 stars (-0.5)

Career Opportunities

2.95 stars (-0.6)

Recommend to Friend

58.5% (-12.5)

CEO Approval

87.0% (+3)

Are staff empowered with results?

Organizations in the New Zealand 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%

  • New Zealand


    9%



  • How does New Zealand compare?

    People in New Zealand were much more positive than average regarding Decision Making.


    On the lower side, People in New Zealand had much lower favorable scores than average in Fairness, Feedback & Recognition, and Voice.

    What are organizations focussing on?

    Below are the most common areas that organizations in New Zealand 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 believe there are good career opportunities for me at [Company]

    56% favorable

    Learning & Development
    2

    At [Company] there is open and honest two-way communication

    59% favorable

    Collaboration & Communication
    3

    I receive appropriate recognition for good work at [Company]

    63% favorable

    Feedback & Recognition

    Insights data provided by Culture Amp. For a complete overview of 2021 Insights (Culture Amp Platform benchmarks) visit the Culture Amp Support Guide.

    What makes Insights special? Gain a deeper understanding of how they work.

    Learn more about Insights with Culture Amp’s benchmarks

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