The Australia benchmark represents people who work in Australia, including if their organizations have headquarters located in other locations. It covers all industries and functions. This benchmark only includes organizations of size - 500 employees.
~1.8m
Questions answered
in last 12 months
~200
Organizations
These insights represent ~1.8m questions answered from ~200 organizations, ranging in size from 10 to 500 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
Financial Services
11%
Information Technology and Services
9%
Computer Software
6%
Nonprofit Organization Management
5%
Health, Wellness and Fitness
3%
Government Administration
3%
E-learning
3%
Consumer Goods
3%
Food & Beverages
3%
Internet
3%
Insurance
3%
Sports
3%
Automotive
3%
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 29% compared with the overall average.
The average eNPS score for organizations in this benchmark is 17 and is in the bottom 20% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I rarely think about looking for a job at another company | 57% 2% below global average |
I am proud to work for [Company] | 85% 2% below global average |
I see myself still working at [Company] in two years' time | 65% 2% below global average |
I would recommend [Company] as a great place to work | 82% 2% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 66% 5% below global average |
People working in Australia (200-500) are similarly engaged as the overall average.
The highest scoring question for Australia (200-500) had 89% of people agreeing that they know how their work contributes to the goals of [company] (-2% compared to overall) while they were generally most positive about Work & Life Blend.
People in Australia (200-500) 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 (+3% above 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 Australia (200 - 500) organizations.
At [Company] we act on promising new or innovative ideas
The factor this relates most closely to is Innovation
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 Australia (200 - 500) organizations.
1 At [Company] we act on promising new or innovative ideas | 62% favorable Innovation |
2 [Company] effectively directs resources (funding, people and effort) towards company goals | 59% favorable Company Performance |
3 [Company] is a great company for me to make a contribution to my development | 70% favorable Learning & Development |
4 I have confidence in the leaders at [Company] | 72% favorable Leadership |
5 The leaders at [Company] demonstrate that people are important to the company's success | 72% favorable Leadership |
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 11% of people see themselves leaving within two years (+1% 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 [Company] effectively directs resources (funding, people and effort) towards company goals | 59% favorable Company Performance |
2 At [Company] we act on promising new or innovative ideas | 62% favorable Innovation |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 67% favorable Service & Quality Focus |
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 | 3.6 stars (-0.2) |
Culture and Values | 3.6 stars (-0.3) |
Work Life Balance | 3.7 stars (-0.1) |
Compensation and Benefits | 3.5 stars (-0.1) |
Career Opportunities | 3.2 stars (-0.3) |
Recommend to Friend | 65.0% (-6) |
CEO Approval | 86.0% (+2) |
Organizations in Australia (200-500) 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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