Financial Services Western Europe July 2025
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Financial Services
Reported gender breakdown
Male
52%
Female
48%
Non-Binary
0.02%
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.
65% of Financial Services Western Europe employees are engaged
This is in the bottom 42% compared with the overall average.
The median eNPS score for organizations in this benchmark is 0 and is in the bottom 10% compared with the overall average.
How does Financial Services Western Europe compare?
People in Financial Services Western Europe were much more positive than average regarding Growth and Inclusion.
On the lower side, people in Financial Services Western Europe had much lower favorable scores than average in Action, Feedback & Recognition, and Social Connection.
People working in Financial Services Western Europe are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Financial Services Western Europe are less engaged than Computer & Network Security Europe, Technology, Science, Research APAC, Computer Software Oceania, and Serbia.
The highest scoring question for Financial Services Western Europe had 86% of people agreeing that their manager genuinely cares about their wellbeing (-1% compared to overall) while they were generally most positive about Management.
People in Financial Services Western Europe were generally least favourable about Action, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 33% of people disagreeing (+10% above average).
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 13% of people see themselves leaving within two years (+3% compared to overall).
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 3 months
2%
3 months to 6 months
4%
6 months to less than 1 year
10%
1 to less than 2 years
19%
2 to less than 4 years
32%
4 to less than 6 years
13%
6 to less than 10 years
12%
Greater than 10 years
8%