~4m
Questions answered
over 12 months
~600
Organizations
These insights represent ~4m questions answered from ~600 organizations, collected over the 12 month period to 30 June 2022.
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
18%
Information Technology & Services
9%
Internet
9%
Financial Services
6%
Nonprofit Organization Management
3%
Marketing & Advertising
3%
Hospital & Health Care
3%
Biotechnology
2%
Food & Beverages
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 49% compared with other regions.
The average eNPS score for organizations in this benchmark is 27 and is in the top 41% compared with other regions.
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 | 84% Same as global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 73% 2% 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 | 60% 2% above global average |
I see myself still working at [Company] in two years time | 69% 2% above global average |
People working in North America (200-500) are more engaged than Nordic, Benelux, DACH, and Central Europe. People working in North America (200-500) are less engaged than Asia, South Asia, Latin America, and South America.
The highest scoring question for North America (200-500) 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 North America (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 16% of people disagreeing (+1% 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 North America (200-500) organizations.
I am satisfied with how decisions are made at [Company]
The factor this relates most closely to is Decision Making
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 North America (200-500) organizations.
1 I am satisfied with how decisions are made at [Company] | 64% favorable Decision Making |
2 I believe our company values match how we actually work | 75% favorable Transfer of Expectations & Values |
3 Administrative tasks that dont have a specific owner eg taking notes in meetings scheduling events cleaning up shared space are fairly divided at [Company] | 62% favorable Equity |
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, 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 am satisfied with how decisions are made at [Company] | 64% favorable Decision Making |
2 I find the current pace of work at [Company] energizing | 66% favorable Work Pressure |
3 I believe our company values match how we actually work | 75% favorable Transfer of Expectations & Values |
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 | 4.1 stars (+0.1) |
Senior Leadership | 3.8 stars (+0.3) |
Diversity and Inclusion | 4.1 stars (+0) |
Culture and Values | 4.0 stars (+0.2) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.9 stars (+0.3) |
Career Opportunities | 3.8 stars (+0.3) |
Recommend to Friend | 79.0% (+2.0) |
CEO Approval | 89.0% (+1.0) |
Tenure describes how long an employee has worked for their company: we know through our research that newly hired employees tend to be more positive than their tenured counterparts. Positivity declines sharply before bottoming out between two to six years, then rises slightly for those that remain.
The tenure composition of a benchmark can influence overall scores.
Less than 6 months
17%
6 months to less than 1 year
19%
1 to less than 2 years
18%
2 to less than 4 years
22%
4 to less than 6 years
9%
6 to 10 years
8%
Greater than 10 years
8%
Most of Engagement questions, most of Inclusion Survey questions
Generally I believe my workload is reasonable for my role
I would recommend [Company] as a great place to work
[Company] motivates me to go beyond what I would in a similar role elsewhere
I am proud to work for [Company]
I rarely think about looking for a job at another company
I see myself still working at [Company] in two years time
The products and services [Company] provides are as good as or better than our main competitors
[Company] effectively directs resources funding people and effort towards company goals
[Company] is in a position to really succeed over the next three years
I am appropriately involved in decisions that affect my work
I know how my work contributes to the goals of [Company]
I know what I need to do to be successful in my role
I am happy with my current role relative to what was described to me
I believe my total compensation base salaryany bonusesbenefitsequity is fair relative to similar roles at other companies
Other departments at [Company] collaborate well with us to get the job done
Most people here make a good effort to consult other staff where appropriate
At [Company] there is open and honest twoway communication
The information I need to do my job effectively is readily available
I have access to the things I need to do my job well
We have enough autonomy to perform our jobs effectively
Our physical workspace is enjoyable to work in
Most of the systems and processes here support us getting our work done effectively
I receive appropriate recognition for good work at [Company]
My job performance is evaluated fairly
Generally the right people are rewarded and recognized at [Company]
When it is clear that someone is not delivering in their role we do something about it
We are encouraged to be innovative even though some of our initiatives may not succeed
At [Company] we act on promising new or innovative ideas
The leaders at [Company] have communicated a vision that motivates me
The leaders at [Company] demonstrate that people are important to the companys success
The leaders at [Company] keep people informed about what is happening
I have confidence in the leaders at [Company]
I have access to the learning and development I need to do my job well
I am given opportunities to develop skills relevant to my interests
I believe there are good career opportunities for me at [Company]
My manager or someone in management has shown a genuine interest in my career aspirations
[Company] is a great company for me to make a contribution to my development
My manager gives me useful feedback on how well I am performing
My manager keeps me informed about what is happening at [Company]
My manager is a great role model for employees
My manager genuinely cares about my wellbeing
Daytoday decisions here demonstrate that quality and improvement are top priorities
We acknowledge people who deliver outstanding service here
[Company]s commitment to social responsibility eg community support sustainability etc is genuine
[Company] really allows us to make a positive difference
Workloads are divided fairly among people where I work
I feel I am part of a team
We hold ourselves and our team members accountable for results
We are genuinely supported if we choose to make use of flexible working arrangements
I am able to arrange time out from work when I need to
I believe action will take place as a result of this survey
My manager or someone else has communicated some clear actions based on recent employee survey results
I have seen positive changes taking place based on recent employee survey results
I have been provided an opportunity to see and discuss recent employee survey results
What is one thing your company could do to create a more inclusive culture
People in North America (200-500) were much more positive than average regarding Decision Making, Performance Effectiveness, and Social Connections.
On the lower side, people in North America (200-500) had much lower favorable scores than average in Overall Industries (Global) Return Readiness, Work Pressure, and Managing Energy.
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