The retail benchmark represents a balance of newer and more traditional retail companies focused on a range of different retail products. Retail companies are often characterized by significant numbers of casual or part-time people and widely dispersed teams, stores and headquarters in many cases.
~17m
Questions answered
in last 12 months
~200
Organizations
These insights represent ~17m questions answered from ~200 organizations, ranging in size from 20 to 116,300 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
Retail
30%
Consumer Goods
19%
Apparel & Fashion
15%
Consumer Services
13%
Consumer Electronics
8%
Furniture
4%
Cosmetics
3%
Oceania
55%
North America
34%
Europe
7%
Asia
3%
South America
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 bottom 41% compared with other industries.
The average eNPS score for organizations in this benchmark is 23 and is in the bottom 38% compared with other industries.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I am proud to work for [Company] | 87% Same as global average |
I rarely think about looking for a job at another company | 59% Same as global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 71% Same as 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 | 81% 3% below global average |
People working in Retail are similarly engaged as other industries.
The highest scoring question for Retail had 90% of people agreeing that they understand how their work contributes to [company]'s mission (-3% compared to overall) while they were generally most positive about Work & Life Blend.
People in Retail 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 Retail organizations.
Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at [Company]
The factor this relates most closely to is Belonging
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 Retail organizations.
1 Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at [Company] | 69% favorable Belonging |
2 Perspectives like mine are included in the decision making at [Company] | 60% favorable Decision Making |
3 I understand how my work contributes to [Company]'s mission | 90% favorable Contribution to Broader Purpose |
4 The leaders at [Company] demonstrate that people are important to the company's success | 74% favorable Leadership |
5 [Company] is a great company for me to make a contribution to my development | 75% favorable Learning & Development |
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 Even when something bad happens (e.g., when I get critical feedback from my manager, I have a negative social interaction with a peer, etc.), I don't question whether or not I belong at [Company] | 69% favorable Belonging |
2 I know where to raise concerns or queries I have in relation to the COVID-19 Pandemic | 88% favorable Raising Concerns |
3 Perspectives like mine are included in the decision making at [Company] | 60% favorable Decision Making |
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 | 3.7 stars (-0.1) |
Culture and Values | 3.7 stars (-0.2) |
Work Life Balance | 3.6 stars (-0.2) |
Compensation and Benefits | 3.5 stars (-0.1) |
Career Opportunities | 3.3 stars (-0.2) |
Recommend to Friend | 67.0% (-4) |
CEO Approval | 81.0% (-3) |
Organizations in Retail 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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