The United Kingdom benchmark represents people who work in United Kingdom. It covers all industries and functions. The benchmark includes people who work in United Kingdom but their organizations have headquarters in other countries.
~4.5m
Questions answered
in last 12 months
~450
Organizations
These insights represent ~4.5m questions answered from ~450 organizations, with in-region presence ranging in size from 10 to 16,200 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
25%
Information Technology and Services
10%
Internet
9%
Financial Services
3%
Public Relations and Communications
3%
Marketing and Advertising
3%
Computer & Network Security
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 23% compared with other regions.
The average eNPS score for organizations in this benchmark is 17 and is in the top 29% 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 | 83% 1% above global average |
I am proud to work for [Company] | 86% Same as global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 68% 1% below global average |
I rarely think about looking for a job at another company | 53% 2% below global average |
I see myself still working at [Company] in two years' time | 60% 3% below global average |
People working in United Kingdom are less engaged than Asia, US Mid West, South Asia, and South America.
The highest scoring question for United Kingdom 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 United Kingdom were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 15% of people disagreeing (+1% 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 United Kingdom 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 United Kingdom organizations.
1 I have confidence in the leaders at [Company] | 72% favorable Leadership |
2 When I share my opinion, it is valued | 72% favorable Voice |
3 [Company] is a great company for me to make a contribution to my development | 70% favorable Learning & Development |
4 The leaders at [Company] demonstrate that people are important to the company's success | 69% favorable Leadership |
5 I feel like I belong at [Company] | 77% favorable Belonging |
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 14% 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.
1 When I share my opinion, it is valued | 72% favorable Voice |
2 I have confidence in the leaders at [Company] | 72% favorable Leadership |
3 The leaders at [Company] demonstrate that people are important to the company's success | 69% 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 | 3.8 stars (+0) |
Culture and Values | 3.9 stars (+0) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.7 stars (+0.1) |
Career Opportunities | 3.6 stars (+0.1) |
Recommend to Friend | 73.0% (+2) |
CEO Approval | 84.0% (+0) |
Organizations in the United Kingdom benchmark on average gave 10% 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%
United Kingdom
10%
People in United Kingdom were much more positive than average regarding Fairness and Decision Making.
On the lower side, People in United Kingdom had much lower favorable scores than average in Service & Quality Focus, Social Connection, and Learning & Development.
Below are the most common areas that organizations in United Kingdom 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 At [Company] there is open and honest two-way communication | 64% favorable Collaboration & Communication |
2 I believe there are good career opportunities for me at [Company] | 56% favorable Learning & Development |
3 I receive appropriate recognition for good work at [Company] | 65% favorable Feedback & Recognition |
Insights data provided by Culture Amp.
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