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.
~2.5m
Questions answered
in last 12 months
~55
Organizations
These insights represent ~2.5m questions answered from ~55 organizations, ranging in size from 10 to 14,400 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
30%
Apparel & Fashion
25%
Consumer Services
19%
Consumer Electronics
9%
Consumer Goods
8%
Furniture
6%
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 34% compared with the overall average.
The average eNPS score for organizations in this benchmark is 17 and is in the top 46% 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 | 71% 2% above global average |
I am proud to work for [Company] | 86% Same as global average |
I would recommend [Company] as a great place to work | 82% Same as 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 |
People working in Retail United States are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in Retail United States are less engaged than Entertainment & Recreation United States, New Tech Middle East & Africa, Professional Services 100–200), and Professional Services 0–100).
The highest scoring question for Retail United States had 89% of People agreeing that they know how their work contributes to the goals of [company] (+0% compared to overall) while they were generally most positive about Management.
People in Retail United States were generally least favourable about Action, and were most negative towards 'My manager, or someone else, has communicated some clear actions based on recent employee survey results' with 23% of people disagreeing (+7% 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 (United States) 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 (United States) organizations.
1 [Company] is a great company for me to make a contribution to my development | 75% favorable Learning & Development |
2 I am happy with my current role relative to what was described to me | 73% favorable Alignment & Involvement |
3 Most people here make a good effort to consult other staff where appropriate | 70% favorable Collaboration & Communication |
4 The leaders at [Company] demonstrate that people are important to the company's success | 68% favorable Leadership |
5 We acknowledge people who deliver outstanding service here | 68% favorable Service & Quality Focus |
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, 14% of people see themselves leaving within two years (+2% 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 The leaders at [Company] demonstrate that people are important to the company's success | 68% favorable Leadership |
3 [Company] is a great company for me to make a contribution to my development | 75% favorable Learning & Development |
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 | 3.3 stars (-0.3) |
Career Opportunities | 3.05 stars (-0.5) |
Recommend to Friend | 59.5% (-11.5) |
CEO Approval | 74.0% (-10) |
Organizations in the Retail (United States) 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 (United States)
9%
People in Retail United States were much more positive than average regarding Decision Making and Belonging.
On the lower side, People in Retail United States had much lower favorable scores than average in Action, Fairness, and Voice.
Insights data provided by Culture Amp.
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