The US West benchmark represents people who work in US West. It covers all industries and functions. The benchmark includes people who work in US West but their organizations have headquarters in other countries.
~6.5m
Questions answered
in last 12 months
~800
Organizations
These insights represent ~6.5m questions answered from ~800 organizations, with in-region presence ranging in size from 10 to 8,000 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
30%
Information Technology and Services
8%
Internet
7%
Financial Services
2%
Insurance
2%
Non-Profit Organization Management
2%
Food & Beverages
2%
Hospital & Health Care
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 21 and is in the top 37% 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 | 73% 4% above global average |
I am proud to work for [Company] | 88% 2% 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 | 83% 1% above global average |
I see myself still working at [Company] in two years' time | 64% 1% above global average |
People working in US West are more engaged than Nordic, Benelux, Central Europe, and DACH.
The highest scoring question for US West had 90% 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 West were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 19% of people disagreeing (-1% 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 US West 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 US West organizations.
1 I have confidence in the leaders at [Company] | 75% favorable Leadership |
2 The leaders at [Company] demonstrate that people are important to the company's success | 73% favorable Leadership |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 68% favorable Service & Quality Focus |
4 [Company] is a great company for me to make a contribution to my development | 77% favorable Learning & Development |
5 The leaders at [Company] have communicated a vision that motivates me | 71% favorable Leadership |
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+0% 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] | 75% favorable Leadership |
2 I believe there are good career opportunities for me at [Company] | 67% favorable Learning & Development |
3 Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at [Company] | 67% favorable Belonging |
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 | 3.85 stars (+0.1) |
Culture and Values | 3.9 stars (+0) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.8 stars (+0.2) |
Career Opportunities | 3.7 stars (+0.2) |
Recommend to Friend | 72.0% (+1) |
CEO Approval | 85.0% (+1) |
Organizations in the US West 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 West
10%
Organizations in US West tend to be very similar to the global all industries insights, with no significant departures from the average.
Insights data provided by Culture Amp.
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