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US South 2020

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

  • ~5m

    Questions answered
    in last 12 months

  • /
  • ~550

    Organizations

These insights represent ~5m questions answered from ~550 organizations with in-region presence, ranging in size from 10 to 10,200 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

Industry breakdown

  • Computer Software

    26%

  • Information Technology and Services

    9%

  • Internet

    5%

  • Hospital & Health Care

    3%

  • Non-Profit Organization Management

    3%

  • Computer & Network Security

    3%

  • Food & Beverages

    3%

  • Financial Services

    3%

  • Investment Banking

    3%

  • Retail

    2%

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.

76% of US South employees are engaged

This is in the top 12% compared with other regions.


The average eNPS score for organizations in this benchmark is 28 and is in the top 18% 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

I rarely think about looking for a job at another company

61%

6% above global average

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

74%

5% above global average

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

85%

3% above global average

I am proud to work for [Company]

88%

2% above global average

The highest scoring question for US South had 91% of People agreeing that they understand how their work contributes to [company]'s mission (+0% compared to overall) while they were generally most positive about Work & Life Blend.


People in US South 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 13% of people disagreeing (-1% below 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 US South organizations.

1

I have confidence in the leaders at [Company]

76% favorable


The factor this relates most closely to is Leadership

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 US South organizations.

1

I have confidence in the leaders at [Company]

76% favorable

Leadership
2

The leaders at [Company] have communicated a vision that motivates me

71% favorable

Leadership
3

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

78% favorable

Learning & Development
4

Day-to-day decisions here demonstrate that quality and improvement are top priorities

70% favorable

Service & Quality Focus
5

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

73% favorable

Leadership

How long do people stay?

In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% 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 believe there are good career opportunities for me at [Company]

68% favorable

Learning & Development
2

I have confidence in the leaders at [Company]

76% favorable

Leadership
3

Day-to-day decisions here demonstrate that quality and improvement are top priorities

70% favorable

Service & Quality Focus
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

69.0% (-2)

CEO Approval

83.0% (-1)

Are staff empowered with results?

Organizations in the US South 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%

  • US South


    10%



  • How does US South compare?

    People in US South were much more positive than average regarding Feedback & Recognition, Decision Making, and Service & Quality Focus.


    On the lower side, People in US South had much lower favorable scores than average in Opportunities & Resources.

    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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