The Male benchmark includes responses from only men from around the world.
~30m
Questions answered
in last 12 months
~2k
Organizations
These insights represent ~30m questions answered from ~2k organizations, ranging in size from 10 to 56,600 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
13%
Information Technology and Services
9%
Internet
9%
Financial Services
7%
Marketing and Advertising
3%
Nonprofit Organization Management
3%
Hospital & Health Care
3%
Real Estate
2%
North America
49%
Oceania
25%
Europe
17%
Asia
6%
MEA
2%
South America
1%
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 the highest scoring group compared with the overall average.
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 | 68% 1% above global average |
I would recommend [Company] as a great place to work | 85% 1% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 72% 1% above global average |
I am proud to work for [Company] | 88% 1% above global average |
I rarely think about looking for a job at another company | 59% Same as global average |
The highest scoring question for Male had 93% 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 Contribution to Broader Purpose.
People in Male 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 12% of people disagreeing (+0% 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 Male 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 Male organizations.
1 I have confidence in the leaders at [Company] | 80% favorable Leadership |
2 [Company] is a great company for me to make a contribution to my development | 78% favorable Learning & Development |
3 The leaders at [Company] have communicated a vision that motivates me | 71% favorable Leadership |
4 The leaders at [Company] demonstrate that people are important to the company's success | 77% favorable Leadership |
5 Most days, I really look forward to work at [Company] | 79% favorable Overall Wellbeing |
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 10% 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 believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
2 [Company] is in a position to really succeed over the next three years | 79% favorable Company Performance |
3 I am happy with my current role relative to what was described to me | 78% favorable Alignment & Involvement |
Organizations in Male 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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