The South America benchmark represents people who work in South America. It covers all industries and functions. The benchmark includes people who work in South America but their organizations have headquarters in other countries.
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Information Technology and Services
Staffing and Recruiting
Marketing and Advertising
Non-Profit Organization Management
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 top 15% compared with other regions.
The average eNPS score for organizations in this benchmark is 34 and is in the top 9% compared with other regions.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I see myself still working at [Company] in two years' time
9% above global average
I would recommend [Company] as a great place to work
4% above global average
I rarely think about looking for a job at another company
3% above global average
I am proud to work for [Company]
2% above global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
2% above global average
The highest scoring question for South America had 93% of People agreeing that they know how their work contributes to the goals of [company] (+4% compared to overall) while they were generally most positive about Teamwork & Ownership.
People in South America were generally least favourable about Social Connection, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 18% of people disagreeing (-2% below average).
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% 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.
[Company] is in a position to really succeed over the next three years
74% favorableCompany Performance
I am happy with my current role relative to what was described to me
78% favorableAlignment & Involvement
I believe that my total compensation is fair, relative to similar roles at [Company]
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.
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)
3.3 stars (-0.2)
Recommend to Friend
Organizations in the South 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%).
People in South America were much more positive than average regarding Action, Collaboration & Communication, and Decision Making.
On the lower side, People in South America had much lower favorable scores than average in Social Connection.
Below are the most common areas that organizations in South America 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.
I receive appropriate recognition for good work at [Company]
65% favorableFeedback & Recognition
My manager gives me useful feedback on how well I am performing
The leaders at [Company] have communicated a vision that motivates me