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.
~3m
Questions answered
in last 12 months
~60
Organizations
These insights represent ~3m questions answered from ~60 organizations, ranging in size from 10 to 15,400 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
Retail
29%
Apparel & Fashion
26%
Consumer Services
17%
Consumer Electronics
9%
Furniture
7%
Consumer Goods
7%
Sporting Goods
3%
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 23% compared with the overall average.
The average eNPS score for organizations in this benchmark is 16 and is in the bottom 44% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
[Company] motivates me to go beyond what I would in a similar role elsewhere | 70% 1% above global average |
I am proud to work for [Company] | 85% 1% below global average |
I would recommend [Company] as a great place to work | 80% 2% 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 | 51% 4% below global average |
People working in Retail Northern America are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in Retail Northern America are less engaged than United Kingdom 200–500), New Tech United Kingdom, Professional Services North America, and Professional Services Northern America.
The highest scoring question for Retail Northern America 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 Retail Northern America were generally least favourable about Leadership, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 15% of people disagreeing (+1% 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 (Northern America) organizations.
Most people here make a good effort to consult other staff where appropriate
The factor this relates most closely to is Collaboration & Communication
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 (Northern America) organizations.
1 Most people here make a good effort to consult other staff where appropriate | 70% favorable Collaboration & Communication |
2 [Company] is a great company for me to make a contribution to my development | 74% favorable Learning & Development |
3 The leaders at [Company] demonstrate that people are important to the company's success | 66% favorable Leadership |
4 We acknowledge people who deliver outstanding service here | 67% favorable Service & Quality Focus |
5 Generally, the right people are rewarded and recognized at [Company] | 54% favorable Feedback & Recognition |
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% 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 Most people here make a good effort to consult other staff where appropriate | 70% favorable Collaboration & Communication |
2 At [Company] there is open and honest two-way communication | 63% favorable Collaboration & Communication |
3 At [Company] there is open and honest two-way communication | 63% favorable Collaboration & Communication |
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 | 3.65 stars (-0.2) |
Work Life Balance | 3.55 stars (-0.2) |
Compensation and Benefits | 3.3 stars (-0.3) |
Career Opportunities | 3.0 stars (-0.5) |
Recommend to Friend | 59.0% (-12) |
CEO Approval | 74.0% (-10) |
Organizations in the Retail (Northern America) 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 (Northern America)
9%
People in Retail Northern America were much more positive than average regarding Decision Making.
On the lower side, People in Retail Northern America had much lower favorable scores than average in Action, Fairness, and Voice.
Insights data provided by Culture Amp.
What makes Insights special? Gain a deeper understanding of how they work.
Your browser is out of date. Our website is built to provide a faster, more engaging experience. Your browser may not support all of our features. Please update to the latest version of Microsoft Edge or contact your network administrator.