The construction and heavy industry benchmark covers industries that are often doing things on a grand physical scale. They employ engineers, machinery operators and other skilled workers who can bring big projects and endeavors to life.
~5m
Questions answered
in last 12 months
~90
Organizations
These insights represent ~5m questions answered from ~90 organizations, ranging in size from 40 to 33,100 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
Construction
30%
Utilities
20%
Automotive
14%
Oil & Energy
10%
Renewables & Environment
9%
Mining & Metals
7%
Machinery
3%
Building Materials
3%
Oceania
65%
North America
17%
Europe
11%
Asia
6%
MEA
1%
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.
This is in the bottom 42% compared with other industries.
The average eNPS score for organizations in this benchmark is 16 and is in the bottom 44% compared with other industries.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I see myself still working at [Company] in two years' time | 68% 5% above global average |
I rarely think about looking for a job at another company | 55% Same as global average |
I would recommend [Company] as a great place to work | 81% 1% below global average |
I am proud to work for [Company] | 84% 2% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 65% 4% below global average |
People working in Construction & Heavy Industry are more engaged than Media Production & Publication, Government, and Enterprise. People working in Construction & Heavy Industry are less engaged than Investment Management, Computer & Network Security, and Engaging Growth.
The highest scoring question for Construction & Heavy Industry had 88% of People agreeing that they know how their work contributes to the goals of [company] (-1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Construction & Heavy Industry 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 24% of people disagreeing (+4% above average).
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 Construction and Heavy Industry organizations.
[Company] is a great company for me to make a contribution to my development
The factor this relates most closely to is Learning & Development
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 Construction and Heavy Industry organizations.
1 [Company] is a great company for me to make a contribution to my development | 72% favorable Learning & Development |
2 [Company] effectively directs resources (funding, people and effort) towards company goals | 58% favorable Company Performance |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 62% favorable Service & Quality Focus |
4 The leaders at [Company] demonstrate that people are important to the company's success | 66% favorable Leadership |
5 I am happy with my current role relative to what was described to me | 76% favorable Alignment & Involvement |
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-3% 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 | 58% favorable Company Performance |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 62% favorable Service & Quality Focus |
3 The products and services [Company] provides are as good as, or better than, our main competitors | 76% favorable Company Performance |
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 | 3.5 stars (-0.3) |
Culture and Values | 3.4 stars (-0.5) |
Work Life Balance | 3.3 stars (-0.5) |
Compensation and Benefits | 3.45 stars (-0.1) |
Career Opportunities | 3.3 stars (-0.2) |
Recommend to Friend | 66.0% (-5) |
CEO Approval | 80.5% (-3.5) |
Organizations in the Construction and Heavy Industry benchmark on average gave 7% of employees access to reports with their survey results. This is below the overall average of 10% and demonstrates that organizations in this benchmark are more likely to share via offline and traditional formats.
An interesting reference point is that the average proportion of managers in organizations is 12-15%, with some industries higher than others (New Tech was closer to 20%).
Global average
10%
Construction and Heavy Industry
7%
People in Construction & Heavy Industry were much more positive than average regarding Decision Making.
On the lower side, People in Construction & Heavy Industry had much lower favorable scores than average in Action, Feedback & Recognition, and Fairness.
Below are the most common areas that organizations in Construction and Heavy Industry choose to take action on using the Culture Amp platform. Actions varied from changing or iterating on an All Hands meeting, introducing new skip level 1:1s, to introducing an organizational transparency report.
1 I believe there are good career opportunities for me at [Company] | 61% favorable Learning & Development |
2 The leaders at [Company] have communicated a vision that motivates me | 60% favorable Leadership |
3 I receive appropriate recognition for good work at [Company] | 63% favorable Feedback & Recognition |
Insights data provided by Culture Amp.
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