The retail benchmark represents a balance of newer and more traditional retail companies focused on a range of different retail products. Retail companies are often characterized by significant numbers of casual or part-time people and widely dispersed teams, stores and headquarters in many cases. This benchmark only includes organizations of size 100–200 employees.
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Apparel & Fashion
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 2% compared with the overall average.
The average eNPS score for organizations in this benchmark is 7 and is in the bottom 7% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I am proud to work for [Company]
2% below global average
I see myself still working at [Company] in two years' time
4% below global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
5% below global average
I would recommend [Company] as a great place to work
6% below global average
I rarely think about looking for a job at another company
6% below global average
The highest scoring question for Retail 100–200) 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 Retail 100–200) were generally least favourable about Leadership, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 29% of people disagreeing (+9% above average).
In the short term, 25% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% compared to overall) while on a longer time frame, 15% of people see themselves leaving within two years (+3% 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.
Workloads are divided fairly among people where I work
56% favorableTeamwork & Ownership
I believe that my total compensation is fair, relative to similar roles at [Company]
I am appropriately involved in decisions that affect my work
63% favorableAlignment & Involvement
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.
3.6 stars (-0.2)
Culture and Values
3.9 stars (+0)
Work Life Balance
3.5 stars (-0.3)
Compensation and Benefits
3.4 stars (-0.2)
3.0 stars (-0.5)
Recommend to Friend
Organizations in the Retail (100–200) benchmark on average gave 12% 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%).
On the lower side, People in Retail 100–200) had much lower favorable scores than average in Action, Feedback & Recognition, and Fairness.