The resources and utilities benchmark covers organizations that generate, distribute and sell energy and gas products and solutions, including renewable energy. Typical employee roles include both technicians and engineers in the field or on the road as well as those providing support from an office.
~1.4m
Questions answered
in last 12 months
~40
Organizations
These insights represent ~1.4m questions answered from ~40 organizations, ranging in size from 40 to 5,100 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
Utilities
42%
Oil & Energy
22%
Renewables & Environment
20%
Mining & Metals
15%
Oceania
70%
North America
26%
Europe
2%
South America
1%
Asia
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 17% compared with other industries.
The average eNPS score for organizations in this benchmark is 11 and is in the bottom 16% compared with other industries.
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 rarely think about looking for a job at another company | 53% 2% below global average |
I would recommend [Company] as a great place to work | 78% 4% below global average |
I am proud to work for [Company] | 82% 4% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 64% 5% below global average |
People working in Resources & Utilities are less engaged than Architecture & Planning, New Tech, Finance, and Health & Wellness.
The highest scoring question for Resources & Utilities 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 Resources & Utilities 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 25% of people disagreeing (+5% 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 Resources and Utilities organizations.
Day-to-day decisions here demonstrate that quality and improvement are top priorities
The factor this relates most closely to is Service & Quality Focus
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 Resources and Utilities organizations.
1 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 58% favorable Service & Quality Focus |
2 [Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | 72% favorable Social Connection |
3 [Company] effectively directs resources (funding, people and effort) towards company goals | 54% favorable Company Performance |
4 I have confidence in the leaders at [Company] | 66% favorable Leadership |
5 [Company] is a great company for me to make a contribution to my development | 67% favorable Learning & Development |
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% 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 [Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | 72% favorable Social Connection |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 58% favorable Service & Quality Focus |
3 [Company] effectively directs resources (funding, people and effort) towards company goals | 54% favorable Company Performance |
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 | 3.5 stars (-0.3) |
Culture and Values | 3.3 stars (-0.6) |
Work Life Balance | 3.5 stars (-0.3) |
Compensation and Benefits | 3.5 stars (-0.1) |
Career Opportunities | 3.2 stars (-0.3) |
Recommend to Friend | 69.0% (-2) |
CEO Approval | 78.5% (-5.5) |
Organizations in the Resources and Utilities benchmark on average gave 11% of employees access to reports with their survey results. This is higher than average and demonstrates that organizations in this benchmark tend to be more transparent with their survey results to leaders and managers.
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%).
Resources and Utilities
11%
Global average
10%
People in Resources & Utilities were much more positive than average regarding Decision Making.
On the lower side, People in Resources & Utilities had much lower favorable scores than average in Feedback & Recognition, Service & Quality Focus, and Voice.
Below are the most common areas that organizations in Resources and Utilities 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 The leaders at [Company] have communicated a vision that motivates me | 60% favorable Leadership |
2 At [Company] there is open and honest two-way communication | 61% favorable Collaboration & Communication |
3 Most of the systems and processes here support us getting our work done effectively | 50% favorable Enablement |
Insights data provided by Culture Amp.
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