The Southeast Asia benchmark represents people who work in Southeast Asia. It covers all industries and functions. The benchmark includes people who work in Southeast Asia but their organizations have headquarters in other countries.
~1m
Questions answered
in last 12 months
~150
Organizations
These insights represent ~1m questions answered from ~150 organizations, with in-region presence ranging in size from 10 to 7,000 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
26%
Information Technology and Services
8%
Internet
6%
Financial Services
5%
Public Relations and Communications
4%
Marketing and Advertising
3%
Staffing and Recruiting
2%
Mining & Metals
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 top 38% compared with other regions.
The average eNPS score for organizations in this benchmark is 16 and is in the bottom 46% compared with other regions.
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 | 75% 6% above global average |
I see myself still working at [Company] in two years' time | 66% 3% above global average |
I rarely think about looking for a job at another company | 57% 2% above global average |
I would recommend [Company] as a great place to work | 82% Same as global average |
I am proud to work for [Company] | 85% 1% below global average |
People working in Southeast Asia are more engaged than Nordic, Benelux, Central Europe, and DACH.
The highest scoring question for Southeast Asia 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 Southeast Asia were generally least favourable about Social Connection, 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 19% of people disagreeing (-4% below 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 Southeast Asia organizations.
I am happy with my current role relative to what was described to me
The factor this relates most closely to is Alignment & Involvement
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 Southeast Asia organizations.
1 I am happy with my current role relative to what was described to me | 75% favorable Alignment & Involvement |
2 [Company] is a great company for me to make a contribution to my development | 76% favorable Learning & Development |
3 I have confidence in the leaders at [Company] | 69% favorable Leadership |
4 The leaders at [Company] have communicated a vision that motivates me | 66% favorable Leadership |
5 The leaders at [Company] demonstrate that people are important to the company's success | 70% favorable Leadership |
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 am happy with my current role relative to what was described to me | 75% favorable Alignment & Involvement |
2 We acknowledge people who deliver outstanding service here | 71% favorable Service & Quality Focus |
3 I believe there are good career opportunities for me at [Company] | 64% 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 | 3.7 stars (-0.1) |
Culture and Values | 3.8 stars (-0.1) |
Work Life Balance | 3.6 stars (-0.2) |
Compensation and Benefits | 3.5 stars (-0.1) |
Career Opportunities | 3.4 stars (-0.1) |
Recommend to Friend | 71.0% (+0) |
CEO Approval | 88.5% (+4.5) |
Organizations in the Southeast 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%
Southeast Asia
9%
People in Southeast Asia were much more positive than average regarding Action, Feedback & Recognition, and Service & Quality Focus.
On the lower side, People in Southeast Asia had much lower favorable scores than average in Fairness and Social Connection.
Below are the most common areas that organizations in Southeast 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 Generally, the right people are rewarded and recognized at [Company] | 62% favorable Feedback & Recognition |
2 I believe there are good career opportunities for me at [Company] | 64% favorable Learning & Development |
Insights data provided by Culture Amp.
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