The utilities benchmark represents organizations that supply communities with vital services such as energy and water. These organizations build capital intensive utilities, maintain services, operate the production of these services with specialist professionals as well as focussing on retail efforts.
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
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 28% compared with other industries.
The average eNPS score for organizations in this benchmark is 18 and is in the top 37% compared with other industries.
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
3% above global average
I rarely think about looking for a job at another company
1% above global average
I would recommend [Company] as a great place to work
1% below global average
I am proud to work for [Company]
4% below global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
8% below global average
The highest scoring question for Utilities 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 Utilities 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 24% of people disagreeing (+4% above average).
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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.
[Company] really allows us to make a positive difference
72% favorableSocial Connection
[Company] is a great company for me to make a contribution to my development
70% favorableLearning & Development
My job performance is evaluated fairly
70% favorableFeedback & Recognition
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.
3.4 stars (-0.4)
Culture and Values
3.3 stars (-0.6)
Work Life Balance
3.8 stars (+0)
Compensation and Benefits
3.6 stars (+0)
3.2 stars (-0.3)
Recommend to Friend
Organizations in the Utilities 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%).
People in Utilities were much more positive than average regarding Action, Decision Making, and Social Connection.
On the lower side, People in Utilities had much lower favorable scores than average in Feedback & Recognition, Voice, and Service & Quality Focus.
Below are the most common areas that organizations in Utilities 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] have communicated a vision that motivates me
At [Company] there is open and honest two-way communication
59% favorableCollaboration & Communication