The People & Culture Platform | Culture Amp

Retail (Female) 2020

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 Women employees. We use woman and man because most of our customers are using binary options.

  • ~5.5m

    Questions answered
    in last 12 months

  • /
  • ~80

    Organizations

These insights represent ~5.5m questions answered from ~80 organizations, ranging in size from 10 to 52,200 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

  • Apparel & Fashion

    30%

  • Retail

    29%

  • Consumer Goods

    11%

  • Consumer Services

    9%

  • Consumer Electronics

    8%

  • Furniture

    6%

  • Sporting Goods

    3%

Region breakdown

  • Oceania

    64%

  • North America

    30%

  • Europe

    4%

  • Asia

    1%

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.

67% of Retail (Female) employees are engaged

This is in the bottom 6% compared with the overall average.


The average eNPS score for organizations in this benchmark is 8 and is in the bottom 8% 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 am proud to work for [Company]

86%

Same as global average

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

65%

4% below global average

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

78%

4% below global average

I rarely think about looking for a job at another company

50%

5% below global average

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

56%

7% below global average

The highest scoring question for Retail had 86% of Women agreeing that they are proud to work for [company] (+0% compared to overall) while they were generally most positive about Management.


Women in Retail 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 24% of people disagreeing (+4% 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 Retail (Female) organizations.

1

I feel respected at [Company]

82% favorable


The factor this relates most closely to is Belonging

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 Retail (Female) organizations.

1

I feel respected at [Company]

82% favorable

Belonging
2

At [Company] there is open and honest two-way communication

56% favorable

Collaboration & Communication
3

My manager, or someone else, has communicated some clear actions based on recent employee survey results

45% favorable

Action
4

We acknowledge people who deliver outstanding service here

66% favorable

Service & Quality Focus
5

We have enough autonomy to perform our jobs effectively

77% favorable

Enablement

How long do people stay?

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, 17% of people see themselves leaving within two years (+5% 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 appropriately involved in decisions that affect my work

62% favorable

Alignment & Involvement
2

I am included in decisions that affect my work

62% favorable

Decision Making
3

At [Company] there is open and honest two-way communication

56% favorable

Collaboration & Communication
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

3.5 stars (-0.3)

Culture and Values

3.75 stars (-0.1)

Work Life Balance

3.6 stars (-0.2)

Compensation and Benefits

3.2 stars (-0.4)

Career Opportunities

3.0 stars (-0.5)

Recommend to Friend

65.0% (-6)

CEO Approval

75.0% (-9)

Are staff empowered with results?

Organizations in the Retail (Female) benchmark on average gave 9% 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%

  • Retail (Female)


    9%



  • How does Retail (Female) compare?


    On the lower side, Women in Retail had much lower favorable scores than average in Action, Feedback & Recognition, and Voice.

    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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