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Western Europe 2020

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

  • ~2m

    Questions answered
    in last 12 months

  • /
  • ~300

    Organizations

These insights represent ~2m questions answered from ~300 organizations with in-region presence, ranging in size from 10 to 5,200 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

    29%

  • Information Technology and Services

    14%

  • Internet

    10%

  • Marketing and Advertising

    3%

  • Financial Services

    3%

  • Apparel & Fashion

    2%

  • Computer & Network Security

    2%

Included countries

  • France
  • Netherlands
  • Ireland
  • Spain
  • Italy
  • Belgium
  • Sweden
  • Denmark
  • Portugal
  • Finland
  • Norway
  • Luxembourg
  • Malta
  • Iceland
  • Gibraltar

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.

70% of Western Europe employees are engaged

This is in the bottom 19% compared with other regions.


The average eNPS score for organizations in this benchmark is 17 and is in the top 45% 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 would recommend [Company] as a great place to work

82%

Same as global average

I see myself still working at [Company] in two years' time

62%

1% below 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 am proud to work for [Company]

84%

2% below global average

The highest scoring question for Western Europe 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 Western Europe 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 14% of people disagreeing (+0% above 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 Western Europe organizations.

1

[Company] really allows us to make a positive difference

65% favorable


The factor this relates most closely to is Social Connection

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 Western Europe organizations.

1

[Company] really allows us to make a positive difference

65% favorable

Social Connection
2

I have confidence in the leaders at [Company]

71% favorable

Leadership
3

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

63% favorable

Leadership
4

[Company] effectively directs resources (funding, people and effort) towards company goals

52% favorable

Company Performance
5

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

65% favorable

Leadership

How long do people stay?

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.

1

I have confidence in the leaders at [Company]

71% favorable

Leadership
2

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

65% favorable

Leadership
3

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

59% 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

3.8 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

74.0% (+3)

CEO Approval

86.0% (+2)

Are staff empowered with results?

Organizations in the Western Europe 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%

  • Western Europe


    10%



  • How does Western Europe compare?

    People in Western Europe were much more positive than average regarding Decision Making and Belonging.


    On the lower side, People in Western Europe had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.

    What are organizations focussing on?

    Below are the most common areas that organizations in Western Europe 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

    I believe there are good career opportunities for me at [Company]

    56% favorable

    Learning & Development
    2

    I receive appropriate recognition for good work at [Company]

    66% favorable

    Feedback & Recognition
    3

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

    59% favorable

    Service & Quality Focus

    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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