The Spain benchmark represents people who work in Spain. It covers all industries and functions. The benchmark includes people who work in Spain 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
Food & Beverages
Staffing and Recruiting
Marketing and Advertising
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 39% compared with other countries.
The average eNPS score for organizations in this benchmark is 24 and is in the top 21% compared with other countries.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I would recommend [Company] as a great place to work
3% above global average
I rarely think about looking for a job at another company
3% above global average
I see myself still working at [Company] in two years' time
2% above global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
1% above global average
I am proud to work for [Company]
1% below global average
The highest scoring question for Spain had 90% 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 Teamwork & Ownership.
People in Spain were generally least favourable about Leadership, 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).
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, 10% 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.
I believe that my total compensation is fair, relative to similar roles at [Company]
I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies
49% favorableAlignment & Involvement
I believe there are good career opportunities for me at [Company]
60% favorableLearning & 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.
3.7 stars (-0.1)
Culture and Values
3.8 stars (-0.1)
Work Life Balance
3.7 stars (-0.1)
Compensation and Benefits
3.6 stars (+0)
3.4 stars (-0.1)
Recommend to Friend
Organizations in the Spain 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 Spain were much more positive than average regarding Decision Making and Teamwork & Ownership.
On the lower side, People in Spain had much lower favorable scores than average in Fairness, Service & Quality Focus, and Leadership.
Below are the most common areas that organizations in Spain 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.
The leaders at [Company] demonstrate that people are important to the company's success
At [Company] there is open and honest two-way communication
63% favorableCollaboration & Communication
The products and services [Company] provides are as good as, or better than, our main competitors
63% favorableCompany Performance