The Employee Experience Platform | Culture Amp

Automotive 2022

  • ~2m

    Questions answered
    over 12 months

  • /
  • ~30

    Organizations

These insights represent ~2m questions answered from ~30 organizations, ranging in size from 46 to 45,313 people, collected over the course of 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

Most represented industries in this benchmark

  • Automotive

    100%

Most represented regions in this benchmark

  • Oceania

    77%

  • Europe

    14%

  • North America

    8%

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.

71% of Automotive employees are engaged

This is in the top 46% compared with other industries.


The average eNPS score for organizations in this benchmark is 18 and is in the bottom 26% 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

79%

5% below global average

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

67%

4% below global average

I am proud to work for [Company]

82%

5% below global average

I rarely think about looking for a job at another company

58%

Same as global average

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

70%

3% above global average

The highest scoring question for Automotive had 89% of people agreeing that they know how their work contributes to the goals of [Company] (-2% compared to overall) while they were generally most positive about Management.


People in Automotive were generally least favourable about Feedback & Recognition, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 19% of people disagreeing (+3% 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 Automotive organizations.

1

We acknowledge people who deliver outstanding service here

71% favorable


The factor this relates most closely to is Service & Quality Focus

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 Automotive organizations.

1

We acknowledge people who deliver outstanding service here

71% favorable

Service & Quality Focus
2

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

75% favorable

Innovation
3

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

57% favorable

Feedback & Recognition
4

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

74% favorable

Learning & Development
5

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

68% favorable

Service & Quality Focus

How long do people stay?

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, 8% of people see themselves leaving within two years (-2% 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

We acknowledge people who deliver outstanding service here

71% favorable

Service & Quality Focus
2

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

66% favorable

Company Performance
3

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

68% favorable

Service & Quality Focus
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

3.6 stars (-0.4)

Senior Leadership

2.8 stars (-0.7)

Diversity and Inclusion

4.0 stars (-0.1)

Culture and Values

3.0 stars (-0.9)

Work Life Balance

3.4 stars (-0.4)

Compensation and Benefits

3.3 stars (-0.3)

Carrer Opportunities

3.3 stars (-0.3)

Recommend to Friend

70.0% (-7.0)

CEO Approval

100.0% (+12.0)

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

    10%

  • 6 months to less than 1 year

    16%

  • 1 to less than 2 years

    15%

  • 2 to less than 4 years

    22%

  • 4 to less than 6 years

    10%

  • 6 to 10 years

    9%

  • Greater than 10 years

    17%

Questions included in Automotive

Most of Engagement questions

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

  • 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

  • Most people here make a good effort to consult other staff where appropriate

  • 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

  • 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

  • We are genuinely supported if we choose to make use of flexible working arrangements

  • 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 gives me useful feedback on how well I am performing

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

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

  • 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

  • Our physical workspace is enjoyable to work in

  • 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 Automotive compare?

People in Automotive were much more positive than average regarding Action.


On the lower side, people in Automotive had much lower favorable scores than average in Learning & Development, Leadership, and Enablement.

Insights data provided by Culture Amp.

What makes Insights special? Gain a deeper understanding of how they work.

Learn more about Insights with Culture Amp’s benchmarks

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