The Employee Experience Platform | Culture Amp

Retail (1000-5000) 2022

  • ~1m

    Questions answered
    over 12 months

  • /
  • ~25

    Organizations

These insights represent ~1m questions answered from ~25 organizations, ranging in size from 467 to 3,680 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

  • Retail

    30%

  • Apparel & Fashion

    17%

  • Consumer Goods

    17%

  • Consumer Services

    17%

  • Consumer Electronics

    9%

  • Cosmetics

    4%

  • Packaging & Containers

    4%

Most represented regions in this benchmark

  • North America

    57%

  • Oceania

    20%

  • Europe

    16%

  • MEA

    4%

  • Asia

    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.

68% of Retail (1000-5000) employees are engaged

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


The average eNPS score for organizations in this benchmark is 20 and is in the bottom 22% 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

79%

5% below global average

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

65%

6% below global average

I am proud to work for [Company]

80%

7% below global average

I rarely think about looking for a job at another company

53%

5% below global average

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

62%

5% below global average

The highest scoring question for Retail (1000-5000) had 88% of people agreeing that they know what they need to do to be successful in their role (+1% compared to overall) while they were generally most positive about Teamwork & Ownership.


People in Retail (1000-5000) were generally least favourable about Feedback & Recognition, 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 27% of people disagreeing (+7% 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 Retail (1000-5000) organizations.

1

I feel I am part of a team

81% favorable


The factor this relates most closely to is Teamwork & Ownership

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 Retail (1000-5000) organizations.

1

I feel I am part of a team

81% favorable

Teamwork & Ownership
2

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

66% favorable

Leadership
3

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

73% favorable

Innovation
4

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

65% favorable

Service & Quality Focus
5

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

58% favorable

Collaboration & Communication

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

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

73% favorable

Innovation
2

I feel I am part of a team

81% favorable

Teamwork & Ownership
3

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

73% 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

2.8 stars (-0.7)

Diversity and Inclusion

3.3 stars (-0.8)

Culture and Values

3.3 stars (-0.6)

Work Life Balance

2.9 stars (-0.9)

Compensation and Benefits

3.0 stars (-0.6)

Carrer Opportunities

3.0 stars (-0.6)

Recommend to Friend

66.0% (-11.0)

CEO Approval

67.0% (-21.0)

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

    13%

  • 6 months to less than 1 year

    11%

  • 1 to less than 2 years

    17%

  • 2 to less than 4 years

    22%

  • 4 to less than 6 years

    11%

  • 6 to 10 years

    12%

  • Greater than 10 years

    15%

Questions included in Retail (1000-5000)

Most of Engagement 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]

  • 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 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

  • 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

  • My manager genuinely cares about my wellbeing

  • 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

  • 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

  • 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]

  • 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

  • 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 Retail (1000-5000) compare?

People in Retail (1000-5000) were much more positive than average regarding Teamwork & Ownership.


On the lower side, people in Retail (1000-5000) had much lower favorable scores than average in Feedback & Recognition, Collaboration & Communication, and Service & Quality Focus.

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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