The People & Culture Platform | Culture Amp

Oceania (200 - 500) 2021

The Oceania benchmark represents people who work in Oceania, including if their organizations have headquarters located in other locations. It covers all industries and functions. This benchmark only includes organizations of size - 500 employees.

  • ~2m

    Questions answered
    in last 12 months

  • /
  • ~200

    Organizations

These insights represent ~2m questions answered from ~200 organizations, ranging in size from 10 to 500 people, in the last 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

Industry breakdown

  • Financial Services

    11%

  • Information Technology and Services

    9%

  • Nonprofit Organization Management

    5%

  • Computer Software

    5%

  • Automotive

    3%

  • Food & Beverages

    3%

  • Health, Wellness and Fitness

    3%

  • Government Administration

    2%

  • Consumer Goods

    2%

  • Insurance

    2%

  • Internet

    2%

  • E-learning

    2%

  • Sports

    2%

  • Research

    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.

70% of Oceania (200 - 500) employees are engaged

This is in the bottom 22% compared with the overall average.


The average eNPS score for organizations in this benchmark is 17 and is in the bottom 20% 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 rarely think about looking for a job at another company

56%

3% below global average

I would recommend [Company] as a great place to work

81%

3% below global average

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

64%

3% below global average

I am proud to work for [Company]

84%

3% below global average

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

65%

6% below global average

The highest scoring question for Oceania (200-500) 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 Work & Life Blend.


People in Oceania (200-500) 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 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 Oceania (200 - 500) organizations.

1

I have confidence in the leaders at [Company]

74% 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 Oceania (200 - 500) organizations.

1

I have confidence in the leaders at [Company]

74% favorable

Leadership
2

At [Company] we act on promising new or innovative ideas

63% favorable

Innovation
3

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

59% favorable

Company Performance
4

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

71% favorable

Learning & Development
5

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

72% favorable

Leadership

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, 11% 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

At [Company] we act on promising new or innovative ideas

63% favorable

Innovation
2

I have confidence in the leaders at [Company]

74% favorable

Leadership
3

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

67% 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 (-0.2)

Culture and Values

3.6 stars (-0.3)

Work Life Balance

3.7 stars (-0.1)

Compensation and Benefits

3.5 stars (-0.1)

Career Opportunities

3.3 stars (-0.2)

Recommend to Friend

66.0% (-5)

CEO Approval

87.0% (+3)

How does Oceania (200 - 500) compare?

Organizations in Oceania (200-500) tend to be very similar to the global all industries insights, with no significant departures from the average.

Insights data provided by Culture Amp. For a complete overview of 2021 Insights (Culture Amp Platform benchmarks) visit the Culture Amp Support Guide.

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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