The People & Culture Platform | Culture Amp

South Asia 2020

The South Asia benchmark represents people who work in South Asia. It covers all industries and functions. The benchmark includes people who work in South Asia but their organizations have headquarters in other countries.

  • ~1.1m

    Questions answered
    in last 12 months

  • /
  • ~150

    Organizations

These insights represent ~1.1m questions answered from ~150 organizations with in-region presence, ranging in size from 10 to 4,300 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

Industry breakdown

  • Computer Software

    37%

  • Information Technology and Services

    12%

  • Financial Services

    6%

  • Internet

    6%

  • Public Relations and Communications

    3%

  • Non-Profit Organization Management

    3%

  • Computer & Network Security

    3%

  • Staffing and Recruiting

    3%

Included countries

  • India
  • Sri Lanka
  • Nepal
  • Pakistan
  • Bangladesh

Are employees committed to their organizations?

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.

75% of South Asia employees are engaged

This is in the top 19% compared with other regions.


The average eNPS score for organizations in this benchmark is 25 and is in the top 22% compared with other regions.

Understanding the engagement questions

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

71%

8% above global average

[Company] motivates me to go beyond what I would in a similar role elsewhere

73%

4% above global average

I would recommend [Company] as a great place to work

85%

3% above global average

I rarely think about looking for a job at another company

58%

3% above global average

I am proud to work for [Company]

87%

1% above global average

The highest scoring question for South Asia had 91% of People agreeing that they know how their work contributes to the goals of [company] (+2% compared to overall) while they were generally most positive about Teamwork & Ownership.


People in South Asia were generally least favourable about Service & Quality Focus, 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 27% of people disagreeing (+4% above average).

Which questions matter the most?

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 South Asia organizations.

1

[Company] effectively directs resources (funding, people and effort) towards company goals

74% favorable


The factor this relates most closely to is Company Performance

Which questions matter the most?

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 South Asia organizations.

1

[Company] effectively directs resources (funding, people and effort) towards company goals

74% favorable

Company Performance
2

The leaders at [Company] demonstrate that people are important to the company's success

75% favorable

Leadership
3

I have confidence in the leaders at [Company]

80% favorable

Leadership
4

[Company] is a great company for me to make a contribution to my development

79% favorable

Learning & Development
5

At [Company] we act on promising new or innovative ideas

74% favorable

Innovation

How long do people stay?

In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% 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 have confidence in the leaders at [Company]

80% favorable

Leadership
2

[Company] effectively directs resources (funding, people and effort) towards company goals

74% favorable

Company Performance
3

The leaders at [Company] demonstrate that people are important to the company's success

75% favorable

Leadership
Average Glassdoor ratings

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

3.8 stars (+0)

Compensation and Benefits

3.7 stars (+0.1)

Career Opportunities

3.5 stars (+0)

Recommend to Friend

72.0% (+1)

CEO Approval

87.0% (+3)

Are staff empowered with results?

Organizations in the South Asia 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%

  • South Asia


    9%



  • How does South Asia compare?

    People in South Asia were much more positive than average regarding Feedback & Recognition, Service & Quality Focus, and Action.


    On the lower side, People in South Asia had much lower favorable scores than average in Fairness.

    What are organizations focussing on?

    Below are the most common areas that organizations in South Asia 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]

    70% favorable

    Learning & Development
    2

    I receive appropriate recognition for good work at [Company]

    66% favorable

    Feedback & Recognition
    3

    At [Company] there is open and honest two-way communication

    71% favorable

    Collaboration & Communication

    Insights data provided by Culture Amp. For a complete overview of 2021 Insights (Culture Amp Platform benchmarks) visit the Culture Amp Support Guide.

    What makes Insights special? Gain a deeper understanding of how they work.

    Learn more about Insights with Culture Amp’s benchmarks

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