The People & Culture Platform | Culture Amp

Oceania (1000+) 2020

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. This benchmark only includes organizations of size 1000–plus employees.

  • ~9m

    Questions answered
    in last 12 months

  • /
  • ~150

    Organizations

These insights represent ~9m questions answered from ~150 organizations, 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

Industry breakdown

  • Computer Software

    21%

  • Information Technology and Services

    6%

  • Food & Beverages

    5%

  • Financial Services

    4%

  • Oil & Energy

    4%

  • Retail

    4%

  • Utilities

    4%

  • Staffing and Recruiting

    3%

  • Internet

    3%

  • Construction

    2%

  • Insurance

    2%

  • Investment Banking

    2%

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 Oceania (1000+) employees are engaged

This is in the bottom 13% compared with the overall average.


The average eNPS score for organizations in this benchmark is 10 and is in the bottom 14% compared with the overall average.

Understanding the engagement questions

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

63%

Same as global average

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

80%

2% below global average

I am proud to work for [Company]

83%

3% below global average

I rarely think about looking for a job at another company

52%

3% below global average

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

64%

5% below global average

The highest scoring question for Oceania 1000+) 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 Management.


People in Oceania 1000+) were generally least favourable about Service & Quality Focus, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 16% of people disagreeing (+2% 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 Oceania (1000+) organizations.

1

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

66% 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 Oceania (1000+) organizations.

1

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

66% favorable

Learning & Development
2

I feel like I belong at [Company]

79% favorable

Belonging
3

I have confidence in the leaders at [Company]

69% favorable

Leadership
4

Most people here make a good effort to consult other staff where appropriate

69% favorable

Collaboration & Communication
5

[Company] really allows us to make a positive difference

65% favorable

Social Connection

How long do people stay?

In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% 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 feel like I belong at [Company]

79% favorable

Belonging
2

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

66% favorable

Learning & Development
3

Most people here make a good effort to consult other staff where appropriate

69% favorable

Collaboration & Communication
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

3.6 stars (-0.2)

Culture and Values

3.6 stars (-0.3)

Work Life Balance

3.7 stars (-0.1)

Compensation and Benefits

3.5 stars (-0.1)

Career Opportunities

3.3 stars (-0.2)

Recommend to Friend

70.0% (-1)

CEO Approval

83.0% (-1)

Are staff empowered with results?

Organizations in the Oceania (1000+) benchmark on average gave 7% 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 (1000+)


    7%



  • How does Oceania (1000+) compare?

    People in Oceania 1000+) were much more positive than average regarding Decision Making.


    On the lower side, People in Oceania 1000+) had much lower favorable scores than average in Action, Fairness, and Voice.

    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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