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. This benchmark only includes organizations of size 100–200 employees.
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
Information Technology and Services
Apparel & Fashion
Marketing and Advertising
Gambling & Casinos
Public Relations and Communications
Renewables & Environment
Computer & Network Security
Staffing and Recruiting
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 46% compared with the overall average.
The average eNPS score for organizations in this benchmark is 19 and is in the top 36% compared with the overall average.
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
4% above global average
[Company] motivates me to go beyond what I would in a similar role elsewhere
2% above global average
I am proud to work for [Company]
1% above global average
I rarely think about looking for a job at another company
1% above global average
I see myself still working at [Company] in two years' time
5% below global average
The highest scoring question for Western Europe 100–200) had 88% of People agreeing that they are able to arrange time out from work when they need to (+1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Western Europe 100–200) were generally least favourable about Service & Quality Focus, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 18% of people disagreeing (-2% below average).
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% 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.
The leaders at [Company] demonstrate that people are important to the company's success
I believe there are good career opportunities for me at [Company]
60% favorableLearning & Development
I have confidence in the leaders at [Company]
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.
4.05 stars (+0.2)
Culture and Values
4.25 stars (+0.4)
Work Life Balance
4.15 stars (+0.4)
Compensation and Benefits
3.8 stars (+0.2)
3.8 stars (+0.2)
Recommend to Friend
Organizations in the Western Europe (100–200) benchmark on average gave 12% of employees access to reports with their survey results. This is higher than average and demonstrates that organizations in this benchmark tend to be more transparent with their survey results to leaders and managers.
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%).
Western Europe (100–200)
People in Western Europe 100–200) were much more positive than average regarding Action, Decision Making, and Teamwork & Ownership.
On the lower side, People in Western Europe 100–200) had much lower favorable scores than average in Fairness and Social Connection.