~0.8m
Questions answered
over 12 months
~20
Organizations
These insights represent ~0.8m questions answered from ~20 organizations, collected over the 12 month period to 31 December 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
Pharmaceuticals
35%
Chemicals
20%
Biotechnology
10%
Defense & Space
10%
Medical Devices
10%
Research
10%
Aviation & Aerospace
5%
Europe
39%
Northern America
36%
Asia
10%
Oceania
7%
Latin America
5%
MEA
3%
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 28% compared with other industries.
The average eNPS score for organizations in this benchmark is 3 and is in the bottom 2% compared with other industries.
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 | 75% 9% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 57% 14% below global average |
I am proud to work for [Company] | 79% 8% below global average |
I rarely think about looking for a job at another company | 50% 8% below global average |
I see myself still working at [Company] in two years time | 64% 3% below global average |
People working in Technology, Science, Research (1000-5000) are less engaged than Transportation/Trucking/Railroad, Food & Beverage, Oil & Energy, and Utilities.
The highest scoring question for Technology, Science, Research (1000-5000) had 86% of people agreeing that they know how their work contributes to the goals of [Company] (-4% compared to overall) while they were generally most positive about Management.
People in Technology, Science, Research (1000-5000) 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 18% of people disagreeing (+3% 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 Technology, Science, Research (1000-5000) organizations.
We are encouraged to be innovative even though some of our initiatives may not succeed
The factor this relates most closely to is Innovation
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 Technology, Science, Research (1000-5000) organizations.
1 We are encouraged to be innovative even though some of our initiatives may not succeed | 72% favorable Innovation |
2 We have enough autonomy to perform our jobs effectively | 80% favorable Enablement |
3 [Company] effectively directs resources funding people and effort towards company goals | 57% favorable Company Performance |
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+6% compared to overall) while on a longer time frame, 13% of people see themselves leaving within two years (+3% 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] effectively directs resources funding people and effort towards company goals | 57% favorable Company Performance |
2 We are encouraged to be innovative even though some of our initiatives may not succeed | 72% favorable Innovation |
3 We have enough autonomy to perform our jobs effectively | 80% favorable Enablement |
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 | 3.5 stars (-0.5) |
Senior Leadership | 3.6 stars (+0.2) |
Diversity and Inclusion | 4.0 stars (-0.1) |
Culture and Values | 4.1 stars (+0.4) |
Work Life Balance | 3.9 stars (+0.2) |
Compensation and Benefits | 3.4 stars (-0.1) |
Career Opportunities | 3.5 stars (+0.1) |
Recommend to Friend | 75.0% (-2.0) |
CEO Approval | 76.0% (-12.0) |
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
9%
6 months to less than 1 year
11%
1 to less than 2 years
16%
2 to less than 4 years
18%
4 to less than 6 years
13%
6 to 10 years
13%
Greater than 10 years
21%
Most of Engagement questions
At [Company] there is open and honest twoway communication
At [Company] we act on promising new or innovative ideas
Daytoday decisions here demonstrate that quality and improvement are top priorities
Generally I believe my workload is reasonable for my role
I am able to arrange time out from work when I need to
I am appropriately involved in decisions that affect my work
I am given opportunities to develop skills relevant to my interests
I am happy with my current role relative to what was described to me
I am included in decisions that affect my work
I am proud to work for [Company]
I believe action will take place as a result of this survey
I believe my total compensation base salaryany bonusesbenefitsequity is fair relative to similar roles at other companies
I believe there are good career opportunities for me at [Company]
I can be my authentic self at work
I feel I am part of a team
I feel like I belong at [Company]
I have access to the learning and development I need to do my job well
I have access to the things I need to do my job well
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 rarely think about looking for a job at another company
I receive appropriate recognition for good work at [Company]
I see myself still working at [Company] in two years time
I would recommend [Company] as a great place to work
Most of the systems and processes here support us getting our work done effectively
My job performance is evaluated fairly
My manager genuinely cares about my wellbeing
My manager gives me useful feedback on how well I am performing
My manager is a great role model for employees
My manager keeps me informed about what is happening at [Company]
My manager or someone in management has shown a genuine interest in my career aspirations
Other departments at [Company] collaborate well with us to get the job done
The information I need to do my job effectively is readily available
The leaders at [Company] demonstrate that people are important to the company's success
The leaders at [Company] have communicated a vision that motivates me
The leaders at [Company] keep people informed about what is happening
We are encouraged to be innovative even though some of our initiatives may not succeed
We have enough autonomy to perform our jobs effectively
We hold ourselves and our team members accountable for results
When it is clear that someone is not delivering in their role we do something about it
Workloads are divided fairly among people where I work
[Company] effectively directs resources funding people and effort towards company goals
[Company] is a great company for me to make a contribution to my development
[Company] is in a position to really succeed over the next three years
[Company] motivates me to go beyond what I would in a similar role elsewhere
[Company] really allows us to make a positive difference
[Company]'s commitment to social responsibility eg community support sustainability etc is genuine
On the lower side, people in Technology, Science, Research (1000-5000) had much lower favorable scores than average in Feedback & Recognition, Collaboration & Communication, and Service & Quality Focus.
Your browser is out of date. Our website is built to provide a faster, more engaging experience. Your browser may not support all of our features. Please update to the latest version of Microsoft Edge or contact your network administrator.