The Employee Experience Platform | Culture Amp

Singapore (1000-5000) 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

    24%

  • Financial Services

    13%

  • Internet

    13%

  • Information Technology & Services

    8%

  • Marketing & Advertising

    8%

  • Management Consulting

    5%

  • Wholesale

    5%

  • Chemicals

    3%

  • Construction

    3%

  • Health, Wellness & Fitness

    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.

67% of Singapore (1000-5000) employees are engaged

This is in the bottom 35% compared with other regions.


The average eNPS score for organizations in this benchmark is 13 and is in the bottom 21% 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

78%

6% 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]

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

61%

6% below global average

The highest scoring question for Singapore (1000-5000) had 87% of people agreeing that they know how their work contributes to the goals of [Company] (-4% compared to overall) while they were generally most positive about Social Connection.


People in Singapore (1000-5000) were generally least favourable about Action, 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 21% of people disagreeing (+0% above average).

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, 13% of people see themselves leaving within two years (+3% 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

3.8 stars (-0.2)

Senior Leadership

3.3 stars (-0.2)

Diversity and Inclusion

4.0 stars (-0.1)

Culture and Values

3.7 stars (-0.2)

Work Life Balance

4.0 stars (+0.2)

Compensation and Benefits

3.9 stars (+0.3)

Carrer Opportunities

3.5 stars (-0.1)

Recommend to Friend

72.0% (-5.0)

CEO Approval

83.0% (-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

    12%

  • 6 months to less than 1 year

    14%

  • 1 to less than 2 years

    23%

  • 2 to less than 4 years

    22%

  • 4 to less than 6 years

    12%

  • 6 to 10 years

    9%

  • Greater than 10 years

    9%

Questions included in Singapore (1000-5000)

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

  • 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 feel respected at [Company]

  • 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]'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

  • 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 Singapore (1000-5000) compare?

People in Singapore (1000-5000) were much more positive than average regarding Growth and Social Connection.


On the lower side, people in Singapore (1000-5000) had much lower favorable scores than average in Company Performance, Engagement, 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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