The Employee Experience Platform | Culture Amp

New Zealand (200-500) 2022

  • 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

  • Computer Software

    12%

  • Information Technology & Services

    10%

  • Utilities

    7%

  • Sports

    5%

  • Financial Services

    5%

  • Food & Beverages

    5%

  • Civil Engineering

    2%

  • Marketing & Advertising

    2%

  • Transportation/Trucking/Railroad

    2%

  • Staffing & Recruiting

    2%

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.

64% of New Zealand (200-500) employees are engaged

This is in the bottom 30% compared with other regions.


The average eNPS score for organizations in this benchmark is 13 and is in the bottom 23% 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

77%

7% below global average

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

60%

11% 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

51%

7% below global average

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

57%

10% below global average

The highest scoring question for New Zealand (200-500) had 89% of people agreeing that we are genuinely supported if they choose to make use of flexible working arrangements (+3% compared to overall) while they were generally most positive about Work & Life Blend.


People in New Zealand (200-500) 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 25% of people disagreeing (+10% above average).

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, 16% of people see themselves leaving within two years (+6% compared to overall).

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

3.9 stars (-0.1)

Senior Leadership

3.3 stars (-0.2)

Diversity and Inclusion

4.3 stars (+0.2)

Culture and Values

3.9 stars (0)

Work Life Balance

3.7 stars (-0.1)

Compensation and Benefits

3.2 stars (-0.4)

Carrer Opportunities

3.5 stars (-0.1)

Recommend to Friend

68.0% (-9.0)

CEO Approval

93.0% (+5.0)

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

    8%

  • 1 to less than 2 years

    13%

  • 2 to less than 4 years

    23%

  • 4 to less than 6 years

    14%

  • 6 to 10 years

    15%

  • Greater than 10 years

    20%

Questions included in New Zealand (200-500)

Most of Engagement questions

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

  • I have seen positive changes taking place based on recent employee survey results

  • [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

  • 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

  • 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

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

  • 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

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

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

  • 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 New Zealand (200-500) compare?

On the lower side, people in New Zealand (200-500) had much lower favorable scores than average in Feedback & Recognition, Collaboration & Communication, and Learning & Development.

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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