The Employee Experience Platform | Culture Amp

Insurance 2022

  • ~1.6m

    Questions answered
    over 12 months

  • /
  • ~60

    Organizations

These insights represent ~1.6m questions answered from ~60 organizations, ranging in size from 17 to 15,891 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

  • Insurance

    100%

Most represented regions in this benchmark

  • Asia

    38%

  • North America

    38%

  • Oceania

    17%

  • Europe

    5%

  • MEA

    3%

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.

77% of Insurance employees are engaged

This is in the top 40% compared with other industries.


The average eNPS score for organizations in this benchmark is 35 and is in the top 2% 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

88%

4% above global average

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

75%

4% above global average

I am proud to work for [Company]

89%

2% above global average

I rarely think about looking for a job at another company

62%

4% above global average

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

72%

5% above global average

The highest scoring question for Insurance had 92% of people agreeing that their manager genuinely cares about their wellbeing (+3% compared to overall) while they were generally most positive about Management.


People in Insurance were generally least favourable about Equity, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at [Company]' with 15% of people disagreeing (-3% below 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 Insurance organizations.

1

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

81% favorable


The factor this relates most closely to is Leadership

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 Insurance organizations.

1

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

81% favorable

Leadership
2

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

70% favorable

Learning & Development
3

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

79% favorable

Learning & Development
4

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

72% favorable

Collaboration & Communication
5

I have confidence in the leaders at [Company]

85% favorable

Leadership

How long do people stay?

In the short term, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% 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 believe there are good career opportunities for me at [Company]

70% favorable

Learning & Development
2

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

82% favorable

Growth
3

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

80% favorable

Alignment & Involvement
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

3.6 stars (+0.1)

Diversity and Inclusion

4.0 stars (-0.1)

Culture and Values

4.0 stars (+0.1)

Work Life Balance

4.0 stars (+0.2)

Compensation and Benefits

3.6 stars (0)

Carrer Opportunities

3.5 stars (-0.1)

Recommend to Friend

72.0% (-5.0)

CEO Approval

82.0% (-6.0)

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

    11%

  • 6 months to less than 1 year

    10%

  • 1 to less than 2 years

    13%

  • 2 to less than 4 years

    20%

  • 4 to less than 6 years

    11%

  • 6 to 10 years

    15%

  • Greater than 10 years

    21%

Questions included in Insurance

Most of Engagement questions, some of Inclusion Survey 2 questions

Display all questions
  • I have been provided an opportunity to see and discuss recent employee survey results

  • [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]

  • When I share my opinion, it is valued

  • 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

  • I feel I am part of a team

  • We hold ourselves and our team members accountable for results

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

  • My manager is a great role model for employees

  • I believe that my total compensation is fair, relative to similar roles at [Company]

  • 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

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

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

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

  • I can be my authentic self at work

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

  • My job performance is evaluated fairly

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

  • My manager genuinely cares about my wellbeing

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

  • 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

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

  • 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

  • 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 Insurance compare?

People in Insurance were much more positive than average regarding Action, Feedback & Recognition, and Company Performance.


On the lower side, people in Insurance had much lower favorable scores than average in Equity and Voice.

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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