The Singapore benchmark represents people who work in Singapore. It covers all industries and functions. The benchmark includes people who work in Singapore but their organizations have headquarters in other countries.
~395k
Questions answered
in last 12 months
~90
Organizations
These insights represent ~395k questions answered from ~90 organizations, with in-region presence ranging in size from 10 to 2,700 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
Computer Software
28%
Information Technology and Services
7%
Public Relations and Communications
6%
Marketing and Advertising
5%
Financial Services
5%
Staffing and Recruiting
4%
Internet
4%
Architecture & Planning
2%
Retail
2%
Electrical/Electronic Manufacturing
2%
Insurance
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 44% compared with other countries.
The average eNPS score for organizations in this benchmark is 5 and is in the bottom 17% compared with other countries.
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 rarely think about looking for a job at another company | 55% Same as global average |
I am proud to work for [Company] | 85% 1% below global average |
I see myself still working at [Company] in two years' time | 62% 1% below global average |
I would recommend [Company] as a great place to work | 80% 2% below global average |
The highest scoring question for Singapore 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 Singapore were generally least favourable about Feedback & Recognition, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 23% of people disagreeing (+0% 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 Singapore organizations.
I have confidence in the leaders at [Company]
The factor this relates most closely to is Leadership
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 Singapore organizations.
1 I have confidence in the leaders at [Company] | 68% favorable Leadership |
2 The leaders at [Company] have communicated a vision that motivates me | 62% favorable Leadership |
3 The leaders at [Company] keep people informed about what is happening | 70% favorable Leadership |
4 I have access to the things I need to do my job well | 75% favorable Enablement |
5 I know what I need to do to be successful in my role | 84% favorable Alignment & Involvement |
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 9% 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 I know what I need to do to be successful in my role | 84% favorable Alignment & Involvement |
2 I have access to the things I need to do my job well | 75% favorable Enablement |
3 I have confidence in the leaders at [Company] | 68% favorable Leadership |
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 | 3.7 stars (-0.1) |
Culture and Values | 3.8 stars (-0.1) |
Work Life Balance | 3.6 stars (-0.2) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.4 stars (-0.1) |
Recommend to Friend | 72.0% (+1) |
CEO Approval | 88.5% (+4.5) |
Organizations in the Singapore 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%
Singapore
9%
People in Singapore were much more positive than average regarding Action, Fairness, and Decision Making.
On the lower side, People in Singapore had much lower favorable scores than average in Enablement, Innovation, and Learning & Development.
Below are the most common areas that organizations in Singapore choose to take action on using the Culture Amp platform. Actions varied from changing or iterating on an All Hands meeting, introducing new skip level 1:1s, to introducing an organizational transparency report.
1 I believe there are good career opportunities for me at [Company] | 60% favorable Learning & Development |
Insights data provided by Culture Amp.
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