The Employee Experience Platform | Culture Amp

Retail (500-1000), January 2024

  • ~520k

    Questions answered
    over 12 months

  • /
  • ~30

    Organizations

These insights represent ~520k questions answered from ~30 organizations, collected between January 2023 and December 2023.

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

    37%

  • Apparel & Fashion

    19%

  • Consumer Electronics

    15%

  • Consumer Services

    11%

  • Consumer Goods

    4%

  • Cosmetics

    4%

  • Furniture

    4%

  • Luxury Goods & Jewelry

    4%

  • Textiles

    4%

Most represented regions in this benchmark

  • Northern America

    58%

  • Oceania

    25%

  • Europe

    12%

  • Asia

    3%

Reported gender breakdown

  • Female

    59%

  • Male

    40%

  • Non-Binary

    0.28%

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 (500-1000) employees are engaged

This is in the bottom 44% compared with other industries.


The average eNPS score for organizations in this benchmark is 18 and is in the bottom 35% compared with other industries.

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

78%

3% below global average

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

67%

2% below global average

I am proud to work for [Company]

82%

3% below global average

I rarely think about looking for a job at another company

51%

5% below global average

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

63%

3% below global average

The highest scoring question for Retail (500-1000) had 88% of people agreeing that they know what they need to do to be successful in their role (+2% compared to overall) while they were generally most positive about Management.


People in Retail (500-1000) were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 13% of people disagreeing (+0% 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 (500-1000) organizations.

1

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

48% favorable


The factor this relates most closely to is Company Performance

Note: Analysis includes all driver questions across survey topics that meet our threshold.

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 (500-1000) organizations.

1

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

48% favorable

Company Performance
2

My job performance is evaluated fairly

71% favorable

Feedback & Recognition
3

Daytoday decisions here demonstrate that quality and improvement are top priorities

70% favorable

Service & Quality Focus

How long do people stay?

In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% 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

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

48% favorable

Company Performance
2

Daytoday decisions here demonstrate that quality and improvement are top priorities

70% favorable

Service & Quality Focus
3

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

63% favorable

Learning & Development
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)

Senior Leadership

3.1 stars (+0.1)

Diversity and Inclusion

4.0 stars (+0.1)

Culture and Values

4.0 stars (+0.6)

Work Life Balance

4.0 stars (+0.5)

Compensation and Benefits

3.6 stars (+0.4)

Career Opportunities

3.2 stars (+0.2)

Recommend to Friend

64.0% (-5.0)

CEO Approval

88.0% (+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

    13%

  • 1 to less than 2 years

    22%

  • 2 to less than 4 years

    18%

  • 4 to less than 6 years

    11%

  • 6 to 10 years

    13%

  • Greater than 10 years

    12%

Questions included in Retail (500-1000)

Most of Engagement questions

Display all questions
  • At [Company] there is open and honest twoway communication

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

  • Daytoday decisions here demonstrate that quality and improvement are top priorities

  • Generally I believe my workload is reasonable for my role

  • Generally the right people are rewarded and recognized at [Company]

  • I am able to arrange time out from work when I need to

  • I am appropriately involved in decisions that affect my work

  • I am given opportunities to develop skills relevant to my interests

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

  • I am included in decisions that affect my work

  • I am proud to work for [Company]

  • I believe action will take place as a result of this survey

  • I believe my total compensation base salaryany bonusesbenefitsequity is fair relative to similar roles at other companies

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

  • I feel I am part of a team

  • I have access to the learning and development I need to do my job well

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

  • I have confidence in the leaders at [Company]

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

  • I know how my work contributes to the goals of [Company]

  • I know what I need to do to be successful in my role

  • I rarely think about looking for a job at another company

  • I receive appropriate recognition for good work at [Company]

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

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

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

  • My job performance is evaluated fairly

  • My manager genuinely cares about my wellbeing

  • My manager gives me useful feedback on how well I am performing

  • My manager is a great role model for employees

  • 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

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

  • The information I need to do my job effectively is readily available

  • The leaders at [Company] demonstrate that people are important to the companys success

  • The leaders at [Company] have communicated a vision that motivates me

  • The leaders at [Company] keep people informed about what is happening

  • The products and services [Company] provides are as good as or better than our main competitors

  • We acknowledge people who deliver outstanding service here

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

  • We have enough autonomy to perform our jobs effectively

  • We hold ourselves and our team members accountable for results

  • When it is clear that someone is not delivering in their role we do something about it

  • Workloads are divided fairly among people where I work

  • [Company] effectively directs resources funding people and effort towards company goals

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

  • [Company] is in a position to really succeed over the next three years

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

  • [Company]s commitment to social responsibility eg community support sustainability etc is genuine

How does Retail (500-1000) compare?

On the lower side, people in Retail (500-1000) had much lower favorable scores than average in Action, Company Performance, and Feedback & Recognition.

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