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 Men employees. We use woman and man because most of our customers are using binary options.
~4m
Questions answered
in last 12 months
~80
Organizations
These insights represent ~4m questions answered from ~80 organizations, ranging in size from 10 to 49,000 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
Apparel & Fashion
30%
Retail
28%
Consumer Services
11%
Consumer Goods
10%
Consumer Electronics
8%
Furniture
6%
Sporting Goods
4%
Oceania
69%
North America
25%
Europe
3%
MEA
2%
Asia
2%
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 24% compared with the overall average.
The average eNPS score for organizations in this benchmark is 19 and is in the top 36% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I would recommend [Company] as a great place to work | 82% Same as 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 | 68% 1% below global average |
I see myself still working at [Company] in two years' time | 60% 3% below global average |
I rarely think about looking for a job at another company | 52% 3% below global average |
Men working in Retail are less engaged than Financial Services Male, Wholesale Male, Commercial Real Estate Male, and Finance Male.
The highest scoring question for Retail had 88% of Men 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.
Men in Retail were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 20% of people disagreeing (+6% 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 Retail (Male) organizations.
[Company] is a great company for me to make a contribution to my development
The factor this relates most closely to is Learning & Development
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 (Male) organizations.
1 [Company] is a great company for me to make a contribution to my development | 73% favorable Learning & Development |
2 My manager, or someone else, has communicated some clear actions based on recent employee survey results | 48% favorable Action |
3 I have confidence in the leaders at [Company] | 68% favorable Leadership |
4 The leaders at [Company] demonstrate that people are important to the company's success | 66% favorable Leadership |
5 I believe action will take place as a result of this survey | 54% favorable Action |
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.
1 My manager, or someone else, has communicated some clear actions based on recent employee survey results | 48% favorable Action |
2 [Company] is a great company for me to make a contribution to my development | 73% favorable Learning & Development |
3 I believe action will take place as a result of this survey | 54% favorable Action |
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 | 3.55 stars (-0.2) |
Compensation and Benefits | 3.2 stars (-0.4) |
Career Opportunities | 3.0 stars (-0.5) |
Recommend to Friend | 63.5% (-7.5) |
CEO Approval | 75.0% (-9) |
Organizations in the Retail (Male) 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 (Male)
9%
Men in Retail were much more positive than average regarding Decision Making.
On the lower side, Men in Retail had much lower favorable scores than average in Action, Collaboration & Communication, and Leadership.
Insights data provided by Culture Amp.
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