The Employee Experience Platform | Culture Amp

Media Production & Publication 2022

  • ~740k

    Questions answered
    over 12 months

  • /
  • ~40

    Organizations

These insights represent ~740k questions answered from ~40 organizations, ranging in size from 24 to 13,105 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

  • Broadcast Media

    36%

  • Publishing

    33%

  • Media Production

    26%

  • Newspapers

    5%

Most represented regions in this benchmark

  • Europe

    37%

  • North America

    29%

  • Oceania

    27%

  • MEA

    6%

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.

68% of Media Production and Publication employees are engaged

This is in the bottom 42% compared with other industries.


The average eNPS score for organizations in this benchmark is 15 and is in the bottom 9% 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

81%

3% below global average

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

61%

10% below global average

I am proud to work for [Company]

88%

1% above global average

I rarely think about looking for a job at another company

51%

7% below global average

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

63%

4% below global average

The highest scoring question for Media Production & Publication had 90% of people agreeing that they know how their work contributes to the goals of [Company] (-1% compared to overall) while they were generally most positive about Management.


People in Media Production & Publication 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 20% of people disagreeing (+5% 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 Media Production and Publication organizations.

1

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

78% favorable


The factor this relates most closely to is Enablement

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 Media Production and Publication organizations.

1

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

78% favorable

Enablement
2

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

63% favorable

Service & Quality Focus
3

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

64% favorable

Enablement
4

My manager is a great role model for employees

79% favorable

Management
5

I receive appropriate recognition for good work at [Company]

70% favorable

Feedback & Recognition

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, 12% 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

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

64% favorable

Enablement
2

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

63% favorable

Service & Quality Focus
3

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

78% favorable

Enablement
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

3.8 stars (-0.2)

Senior Leadership

2.9 stars (-0.6)

Diversity and Inclusion

3.9 stars (-0.2)

Culture and Values

3.3 stars (-0.6)

Work Life Balance

3.2 stars (-0.6)

Compensation and Benefits

3.1 stars (-0.5)

Carrer Opportunities

3.2 stars (-0.4)

Recommend to Friend

74.0% (-3.0)

CEO Approval

88.0% (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

    7%

  • 6 months to less than 1 year

    7%

  • 1 to less than 2 years

    10%

  • 2 to less than 4 years

    18%

  • 4 to less than 6 years

    12%

  • 6 to 10 years

    15%

  • Greater than 10 years

    30%

Questions included in Media Production and Publication

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 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

  • 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

  • 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

  • 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

  • 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 Media Production and Publication compare?

On the lower side, people in Media Production & Publication had much lower favorable scores than average in Feedback & Recognition, Collaboration & Communication, and Company Performance.

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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