The People & Culture Platform | Culture Amp

Oceania (500–1000) 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 500–1000 employees.

  • ~1.8m

    Questions answered
    in last 12 months

  • /
  • ~90

    Organizations

These insights represent ~1.8m questions answered from ~90 organizations, ranging in size from 10 to 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

    15%

  • Information Technology and Services

    9%

  • Insurance

    7%

  • Utilities

    6%

  • Internet

    5%

  • Construction

    5%

  • Public Relations and Communications

    3%

  • Marketing and Advertising

    3%

  • Non-Profit Organization Management

    3%

  • Accounting

    2%

  • Architecture & Planning

    2%

  • Wholesale

    2%

  • Financial Services

    2%

  • Apparel & Fashion

    2%

  • Hospital & Health Care

    2%

  • Real Estate

    2%

  • Sports

    2%

  • Telecommunications

    2%

  • Gambling & Casinos

    2%

  • Investment Management

    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.

71% of Oceania (500–1000) employees are engaged

This is in the bottom 41% compared with the overall average.


The average eNPS score for organizations in this benchmark is 17 and is in the top 46% 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 would recommend [Company] as a great place to work

84%

2% above global average

I am proud to work for [Company]

88%

2% above global average

I rarely think about looking for a job at another company

54%

1% below global average

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

62%

1% below global average

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

66%

3% below global average

The highest scoring question for Oceania 500–1000) had 88% of People agreeing that they are proud to work for [company] (+2% compared to overall) while they were generally most positive about Work & Life Blend.


People in Oceania 500–1000) were generally least favourable about Innovation, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 22% 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 (500–1000) organizations.

1

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

70% 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 (500–1000) organizations.

1

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

70% favorable

Learning & Development
2

I have confidence in the leaders at [Company]

71% favorable

Leadership
3

I believe there are good career opportunities for me at [Company]

60% favorable

Learning & Development
4

[Company] is in a position to really succeed over the next three years

74% favorable

Company Performance
5

The leaders at [Company] have communicated a vision that motivates me

62% favorable

Leadership

How long do people stay?

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, 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

I believe there are good career opportunities for me at [Company]

60% favorable

Learning & Development
2

[Company] is in a position to really succeed over the next three years

74% favorable

Company Performance
3

I know how my work contributes to the goals of [Company]

86% favorable

Alignment & Involvement
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

3.4 stars (-0.4)

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

64.0% (-7)

CEO Approval

83.0% (-1)

Are staff empowered with results?

Organizations in the Oceania (500–1000) benchmark on average gave 8% 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 (500–1000)


    8%



  • How does Oceania (500–1000) compare?

    People in Oceania 500–1000) were much more positive than average regarding Decision Making.


    On the lower side, People in Oceania 500–1000) had much lower favorable scores than average in Fairness, Voice, and Innovation.

    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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