The Oceania benchmark represents people who work in Oceania, including if their organizations have headquarters located in other locations. It covers all industries and functions. This benchmark only includes organizations of size - 200 employees.
~0.8m
Questions answered
in last 12 months
~150
Organizations
These insights represent ~0.8m questions answered from ~150 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
Information Technology and Services
13%
Computer Software
7%
Financial Services
5%
Nonprofit Organization Management
4%
Marketing and Advertising
4%
Sports
4%
Legal Services
2%
Telecommunications
2%
Internet
2%
Insurance
2%
Government Administration
2%
Real Estate
2%
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 37% compared with the overall average.
The average eNPS score for organizations in this benchmark is 27 and is in the top 42% 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 | 61% 2% above global average |
I see myself still working at [Company] in two years' time | 69% 2% above global average |
I am proud to work for [Company] | 88% 1% above global average |
I would recommend [Company] as a great place to work | 84% Same as global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 69% 2% below global average |
People working in Oceania (100-200) are similarly engaged as the overall average.
The highest scoring question for Oceania (100-200) had 90% of people agreeing that they know how their work contributes to the goals of [company] (-1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Oceania (100-200) were generally least favourable about Learning & Development, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 15% of people disagreeing (-1% below 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 Oceania (100 - 200) 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 Oceania (100 - 200) organizations.
1 I have confidence in the leaders at [Company] | 78% favorable Leadership |
2 [Company] is in a position to really succeed over the next three years | 78% favorable Company Performance |
3 The leaders at [Company] demonstrate that people are important to the company's success | 73% favorable Leadership |
4 The leaders at [Company] have communicated a vision that motivates me | 69% favorable Leadership |
5 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 68% favorable Service & Quality Focus |
In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 9% 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 I believe there are good career opportunities for me at [Company] | 58% favorable Learning & Development |
2 I have confidence in the leaders at [Company] | 78% favorable Leadership |
3 I receive appropriate recognition for good work at [Company] | 69% favorable Feedback & 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.
Overall Rating | 3.6 stars (-0.2) |
Culture and Values | 3.5 stars (-0.4) |
Work Life Balance | 3.8 stars (+0) |
Compensation and Benefits | 3.3 stars (-0.3) |
Career Opportunities | 3.2 stars (-0.3) |
Recommend to Friend | 66.0% (-5) |
CEO Approval | 87.0% (+3) |
Organizations in Oceania (100-200) 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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