The Employee Experience Platform | Culture Amp

Retail 1000+ 2022

  • ~8m

    Questions answered
    over 12 months

  • /
  • ~35

    Organizations

These insights represent ~8m questions answered from ~35 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

Most represented industries in this benchmark

  • Retail

    41%

  • Consumer Goods

    16%

  • Consumer Services

    16%

  • Apparel & Fashion

    12%

  • Consumer Electronics

    6%

  • Cosmetics

    3%

  • Furniture

    3%

  • Packaging & Containers

    3%

Most represented regions in this benchmark

  • Oceania

    65%

  • North America

    21%

  • Europe

    12%

Are employees committed to their organizations?

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.

67% of Retail 1000+ employees are engaged

This is in the bottom 37% compared with other industries.


The average eNPS score for organizations in this benchmark is 17 and is in the bottom 18% compared with the overall average.

Understanding the engagement questions

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

78%

6% below global average

[Company] motivates me to go beyond what I would in a similar role elsewhere

65%

6% below global average

I am proud to work for [Company]

80%

7% below global average

I rarely think about looking for a job at another company

54%

4% below global average

I see myself still working at [Company] in two years' time

62%

5% below global average

The highest scoring question for Retail 1000+ had 88% of people agreeing that they know what they need to do to be successful in their role (+1% compared to overall) while they were generally most positive about Management.


People in Retail 1000+ 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 19% of people disagreeing (+7% above average).

Which questions matter the most?

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 1000+ organizations.

1

[Company] really allows us to make a positive difference

66% favorable


The factor this relates most closely to is Social Connection

Which questions matter the most?

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 1000+ organizations.

1

[Company] really allows us to make a positive difference

66% favorable

Social Connection
2

I have confidence in the leaders at [Company]

68% favorable

Leadership
3

Workloads are divided fairly among people where I work

60% favorable

Teamwork & Ownership
4

We have enough autonomy to perform our jobs effectively

77% favorable

Enablement
5

I feel I am part of a team

81% favorable

Teamwork & Ownership

How long do people stay?

In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% compared to overall) while on a longer time frame, 14% of people see themselves leaving within two years (+4% 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] really allows us to make a positive difference

66% favorable

Social Connection
2

Workloads are divided fairly among people where I work

60% favorable

Teamwork & Ownership
3

We are encouraged to be innovative even though some of our initiatives may not succeed

73% favorable

Innovation
Average Glassdoor ratings

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 (-0.3)

Senior Leadership

3.1500000000000004 stars (-0.3)

Diversity and Inclusion

3.4 stars (-0.7)

Culture and Values

3.7 stars (-0.2)

Work Life Balance

3.3 stars (-0.5)

Compensation and Benefits

3.3 stars (-0.3)

Carrer Opportunities

3.25 stars (-0.4)

Recommend to Friend

67.0% (-10.0)

CEO Approval

74.0% (-14.0)

Understanding Tenure distributions

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.

Tenure distributions

  • Less than 6 months

    8%

  • 6 months to less than 1 year

    10%

  • 1 to less than 2 years

    16%

  • 2 to less than 4 years

    21%

  • 4 to less than 6 years

    11%

  • 6 to 10 years

    13%

  • Greater than 10 years

    21%

Questions included in Retail 1000+

Most of Engagement questions, some of Inclusion Survey 2 questions

Display all questions
  • [Company] motivates me to go beyond what I would in a similar role elsewhere

  • I have seen positive changes taking place based on recent employee survey results

  • I know how my work contributes to the goals of [Company]

  • Workloads are divided fairly among people where I work

  • At [Company] there is open and honest two-way communication

  • I am appropriately involved in decisions that affect my work

  • We have enough autonomy to perform our jobs effectively

  • I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies

  • We hold ourselves and our team members accountable for results

  • I feel I am part of a team

  • The leaders at [Company] demonstrate that people are important to the company's success

  • My manager is a great role model for employees

  • I am able to arrange time out from work when I need to

  • Generally, the right people are rewarded and recognized at [Company]

  • I believe there are good career opportunities for me at [Company]

  • The products and services [Company] provides are as good as, or better than, our main competitors

  • [Company] really allows us to make a positive difference

  • I am happy with my current role relative to what was described to me

  • [Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine

  • Other departments at [Company] collaborate well with us to get the job done

  • Generally, I believe my workload is reasonable for my role

  • I can be my authentic self at work

  • My job performance is evaluated fairly

  • I see myself still working at [Company] in two years' time

  • Day-to-day decisions here demonstrate that quality and improvement are top priorities

  • My manager genuinely cares about my wellbeing

  • We acknowledge people who deliver outstanding service here

  • I would recommend [Company] as a great place to work

  • I have access to the things I need to do my job well

  • I have access to the learning and development I need to do my job well

  • [Company] effectively directs resources (funding, people and effort) towards company goals

  • My manager, or someone else, has communicated some clear actions based on recent employee survey results

  • My manager gives me useful feedback on how well I am performing

  • People from all backgrounds have equal opportunities to succeed at [Company]

  • When it is clear that someone is not delivering in their role we do something about it

  • I can voice a contrary opinion without fear of negative consequences

  • The information I need to do my job effectively is readily available

  • I feel like I belong at [Company]

  • The leaders at [Company] keep people informed about what is happening

  • My manager keeps me informed about what is happening at [Company]

  • At [Company] we act on promising new or innovative ideas

  • My manager (or someone in management) has shown a genuine interest in my career aspirations

  • I rarely think about looking for a job at another company

  • I know what I need to do to be successful in my role

  • The leaders at [Company] have communicated a vision that motivates me

  • I am proud to work for [Company]

  • I am given opportunities to develop skills relevant to my interests

  • We are encouraged to be innovative even though some of our initiatives may not succeed

  • [Company] is a great company for me to make a contribution to my development

  • Most of the systems and processes here support us getting our work done effectively

  • I receive appropriate recognition for good work at [Company]

  • [Company] is in a position to really succeed over the next three years

  • I believe action will take place as a result of this survey

  • I have confidence in the leaders at [Company]

How does Retail 1000+ compare?

On the lower side, people in Retail 1000+ had much lower favorable scores than average in Action, Feedback & Recognition, and Voice.

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