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. This benchmark only includes organizations of size 1000–plus employees.
~3m
Questions answered
in last 12 months
~150
Organizations
These insights represent ~3m questions answered from ~150 organizations, 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
23%
Internet
8%
Information Technology and Services
7%
Financial Services
6%
Food & Beverages
4%
Investment Management
4%
Retail
3%
Public Relations and Communications
3%
Staffing and Recruiting
3%
Insurance
3%
Health, Wellness and Fitness
3%
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 9% compared with the overall average.
The average eNPS score for organizations in this benchmark is 10 and is in the bottom 14% compared with the overall average.
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 | 62% 1% below global average |
I am proud to work for [Company] | 84% 2% below global average |
I would recommend [Company] as a great place to work | 80% 2% below global average |
I rarely think about looking for a job at another company | 51% 4% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 62% 7% below global average |
People working in United Kingdom 1000+) are less engaged than Healthcare North America, New Tech 200–500), Investment Banking Male, and Tech Manufacturing & Research United States.
The highest scoring question for United Kingdom 1000+) had 86% of People agreeing that they know how their work contributes to the goals of [company] (-3% compared to overall) while they were generally most positive about Management.
People in United Kingdom 1000+) were generally least favourable about Service & Quality Focus, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at [Company]' with 27% of people disagreeing (+4% 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 (1000+) 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 (1000+) organizations.
1 I have confidence in the leaders at [Company] | 70% favorable Leadership |
2 The leaders at [Company] demonstrate that people are important to the company's success | 63% favorable Leadership |
3 The leaders at [Company] have communicated a vision that motivates me | 58% favorable Leadership |
4 [Company] really allows us to make a positive difference | 63% favorable Social Connection |
5 [Company] is in a position to really succeed over the next three years | 70% favorable Company Performance |
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% 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 I have confidence in the leaders at [Company] | 70% favorable Leadership |
2 Generally, the right people are rewarded and recognized at [Company] | 48% favorable Feedback & Recognition |
3 I am happy with my current role relative to what was described to me | 74% favorable Alignment & Involvement |
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 | 3.7 stars (-0.1) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.4 stars (-0.1) |
Recommend to Friend | 69.0% (-2) |
CEO Approval | 82.5% (-1.5) |
Organizations in the United Kingdom (1000+) benchmark on average gave 7% 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 (1000+)
7%
People in United Kingdom 1000+) were much more positive than average regarding Decision Making.
On the lower side, People in United Kingdom 1000+) had much lower favorable scores than average in Action, Fairness, and Feedback & Recognition.
Insights data provided by Culture Amp.
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