The Oceania benchmark represents people who work in Oceania. It covers all industries and functions. The benchmark includes people who work in Oceania but their organizations have headquarters in other countries.
~16m
Questions answered
in last 12 months
~600
Organizations
These insights represent ~16m questions answered from ~600 organizations, with in-region presence ranging in size from 10 to 100,900 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
15%
Information Technology and Services
7%
Sports
4%
Non-Profit Organization Management
4%
Investment Banking
4%
Insurance
3%
Food & Beverages
3%
Financial Services
3%
Internet
3%
Construction
2%
Wholesale
2%
Utilities
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 31% compared with other regions.
The average eNPS score for organizations in this benchmark is 16 and is in the bottom 46% 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 | 64% 1% above global average |
I would recommend [Company] as a great place to work | 82% Same as global average |
I am proud to work for [Company] | 86% Same as global average |
I rarely think about looking for a job at another company | 54% 1% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 66% 3% below global average |
People working in Oceania are less engaged than US Mid West, South Asia, South America, and US South.
The highest scoring question for Oceania 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 Diversity.
People in Oceania were generally least favourable about Action, 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).
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 Oceania 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 Oceania organizations.
1 [Company] is a great company for me to make a contribution to my development | 71% favorable Learning & Development |
2 I have confidence in the leaders at [Company] | 72% favorable Leadership |
3 The leaders at [Company] demonstrate that people are important to the company's success | 69% favorable Leadership |
4 I feel like I belong at [Company] | 79% favorable Belonging |
5 The leaders at [Company] have communicated a vision that motivates me | 63% favorable Leadership |
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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 I believe there are good career opportunities for me at [Company] | 58% favorable Learning & Development |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 63% favorable Service & Quality Focus |
3 I feel like I belong at [Company] | 79% favorable Belonging |
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 | 3.6 stars (-0.2) |
Culture and Values | 3.6 stars (-0.3) |
Work Life Balance | 3.7 stars (-0.1) |
Compensation and Benefits | 3.4 stars (-0.2) |
Career Opportunities | 3.3 stars (-0.2) |
Recommend to Friend | 67.0% (-4) |
CEO Approval | 82.0% (-2) |
Organizations in the Oceania 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%
Oceania
9%
People in Oceania were much more positive than average regarding Fairness, Decision Making, and Diversity.
Below are the most common areas that organizations in Oceania 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 action will take place as a result of this survey | 56% favorable Action |
2 The leaders at [Company] have communicated a vision that motivates me | 63% favorable Leadership |
3 I receive appropriate recognition for good work at [Company] | 65% favorable Feedback & Recognition |
Insights data provided by Culture Amp.
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