The Europe benchmark represents people who work in Europe. It covers all industries and functions. The benchmark includes people who work in Europe but their organizations have headquarters in other countries. This benchmark only includes organizations of size 200–500 employees.
~705k
Questions answered
in last 12 months
~200
Organizations
These insights represent ~705k 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
Computer Software
32%
Information Technology and Services
15%
Internet
9%
Financial Services
4%
Marketing and Advertising
3%
Management Consulting
2%
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 top 29% compared with the overall average.
The average eNPS score for organizations in this benchmark is 22 and is in the top 24% compared with the overall average.
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 | 87% 5% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 71% 2% above global average |
I am proud to work for [Company] | 87% 1% above global average |
I rarely think about looking for a job at another company | 56% 1% above global average |
I see myself still working at [Company] in two years' time | 64% 1% above global average |
People working in Europe 200–500) are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in Europe 200–500) are less engaged than Construction & Heavy Industry United States, New Tech South Asia, Investment Management Male, and Investment Management North America.
The highest scoring question for Europe 200–500) had 89% of People agreeing that they know how their work contributes to the goals of [company] (+0% compared to overall) while they were generally most positive about Work & Life Blend.
People in Europe 200–500) were generally least favourable about Service & Quality Focus, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 14% of people disagreeing (+0% 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 Europe (200–500) organizations.
I have confidence in the leaders at [Company]
The factor this relates most closely to is Leadership
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 Europe (200–500) organizations.
1 I have confidence in the leaders at [Company] | 76% favorable Leadership |
2 The leaders at [Company] demonstrate that people are important to the company's success | 70% favorable Leadership |
3 I am happy with my current role relative to what was described to me | 75% favorable Alignment & Involvement |
4 The leaders at [Company] have communicated a vision that motivates me | 69% favorable Leadership |
5 [Company] is a great company for me to make a contribution to my development | 76% favorable Learning & Development |
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 I have confidence in the leaders at [Company] | 76% favorable Leadership |
2 The leaders at [Company] demonstrate that people are important to the company's success | 70% favorable Leadership |
3 At [Company] we act on promising new or innovative ideas | 67% favorable Innovation |
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 | 3.9 stars (+0.1) |
Culture and Values | 4.0 stars (+0.1) |
Work Life Balance | 4.0 stars (+0.2) |
Compensation and Benefits | 3.8 stars (+0.2) |
Career Opportunities | 3.8 stars (+0.2) |
Recommend to Friend | 74.0% (+3) |
CEO Approval | 86.0% (+2) |
Organizations in the Europe (200–500) benchmark on average gave 10% 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%
Europe (200–500)
10%
People in Europe 200–500) were much more positive than average regarding Decision Making and Belonging.
On the lower side, People in Europe 200–500) had much lower favorable scores than average in Action and Social Connection.
Insights data provided by Culture Amp.
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