The private companies benchmark includes companies that are privately held. These organizations are not publicly listed on a stock exchange and do not have partnerships or shared ownerships with governments.
~54m
Questions answered
in last 12 months
~2k
Organizations
These insights represent ~54m questions answered from ~2k organizations, ranging in size from 30 to 114,100 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
22%
Information Technology and Services
10%
Internet
5%
Investment Banking
3%
Hospital & Health Care
3%
Insurance
3%
Financial Services
3%
Wholesale
2%
Food & Beverages
2%
North America
42%
Oceania
33%
Europe
16%
Asia
5%
MEA
2%
South America
1%
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 49% compared with other industries.
The average eNPS score for organizations in this benchmark is 19 and is in the top 32% compared with other industries.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
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 |
I would recommend [Company] as a great place to work | 82% Same as global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 69% Same as global average |
People working in Private are more engaged than Media Production & Publication, Government, Enterprise, and Marketing & Advertising. People working in Private are less engaged than Investment Management, Computer & Network Security, and Engaging Growth.
The highest scoring question for Private had 91% of People agreeing that they understand how their work contributes to [company]'s mission (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Private 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 19% 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 Private organizations.
I am satisfied with how decisions are made at [Company]
The factor this relates most closely to is Decision Making
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 Private organizations.
1 I am satisfied with how decisions are made at [Company] | 51% favorable Decision Making |
2 I have confidence in the leaders at [Company] | 73% favorable Leadership |
3 The leaders at [Company] demonstrate that people are important to the company's success | 71% favorable Leadership |
4 [Company] is a great company for me to make a contribution to my development | 75% favorable Learning & Development |
5 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 65% favorable Service & Quality Focus |
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 I am satisfied with how decisions are made at [Company] | 51% favorable Decision Making |
2 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] | 68% favorable Belonging |
3 I believe there are good career opportunities for me at [Company] | 63% favorable Learning & Development |
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 | 3.8 stars (+0) |
Culture and Values | 3.9 stars (+0) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.7 stars (+0.1) |
Career Opportunities | 3.6 stars (+0.1) |
Recommend to Friend | 72.0% (+1) |
CEO Approval | 85.0% (+1) |
Organizations in the Private benchmark on average gave 10% 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%
Private
10%
Organizations in Private tend to be very similar to the global all industries insights, with no significant departures from the average.
Insights data provided by Culture Amp.
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