The People & Culture Platform | Culture Amp

Public 2020

The public companies benchmark contains that are publicly listed on stock exchanges from around the world.

  • ~15m

    Questions answered
    in last 12 months

  • /
  • ~200

    Organizations

These insights represent ~15m questions answered from ~200 organizations, ranging in size from 50 to 22,800 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

    24%

  • Pharmaceuticals

    8%

  • Internet

    8%

  • Information Technology and Services

    5%

  • Financial Services

    5%

  • Investment Banking

    4%

  • Investment Management

    3%

  • Food & Beverages

    3%

  • Electrical/Electronic Manufacturing

    3%

Region breakdown

  • North America

    49%

  • Europe

    23%

  • Asia

    12%

  • Oceania

    11%

  • MEA

    4%

  • South America

    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 Public employees are engaged

This is in the bottom 42% compared with other industries.


The average eNPS score for organizations in this benchmark is 17 and is in the top 44% compared with other industries.

Understanding the engagement questions

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

64%

1% above global average

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

81%

1% below global average

I am proud to work for [Company]

85%

1% below global average

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

67%

2% below global average

The highest scoring question for Public had 88% of People agreeing that they know how their work contributes to the goals of [company] (-1% compared to overall) while they were generally most positive about Management.


People in Public 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).

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 Public organizations.

1

I have confidence in the leaders at [Company]

74% favorable


The factor this relates most closely to is Leadership

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 Public organizations.

1

I have confidence in the leaders at [Company]

74% favorable

Leadership
2

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

66% favorable

Leadership
3

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

71% favorable

Learning & Development
4

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

62% favorable

Leadership
5

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

56% favorable

Company Performance

How long do people stay?

In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 11% 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 have confidence in the leaders at [Company]

74% favorable

Leadership
2

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

56% favorable

Company Performance
3

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

66% favorable

Leadership
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

3.7 stars (-0.1)

Culture and Values

3.6 stars (-0.3)

Work Life Balance

3.7 stars (-0.1)

Compensation and Benefits

3.6 stars (+0)

Career Opportunities

3.45 stars (-0.1)

Recommend to Friend

69.0% (-2)

CEO Approval

86.0% (+2)

Are staff empowered with results?

Organizations in the Public 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%

  • Public


    8%



  • How does Public compare?

    People in Public were much more positive than average regarding Decision Making and Opportunities & Resources.


    On the lower side, People in Public had much lower favorable scores than average in Collaboration & Communication.

    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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