The leadership benchmark includes responses from only people who work within this specific function group. These people had role titles such as Executives, Dept. Directors and Senior Leadership.
~1.4m
Questions answered
in last 12 months
~750
Organizations
These insights represent ~1.4m questions answered from ~750 organizations, ranging in size from 0 to 3,100 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
Computer Software
18%
Information Technology and Services
8%
Internet
5%
Insurance
4%
Non-Profit Organization Management
4%
Financial Services
3%
Hospital & Health Care
3%
Food & Beverages
3%
Wholesale
2%
Investment Banking
2%
Public Relations and Communications
2%
North America
52%
Oceania
20%
Europe
16%
Asia
9%
MEA
2%
South America
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 the highest scoring group compared with other job functions.
The average eNPS score for people in this group is 25 and is in the top 4% compared with the overall average.
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 | 71% 8% above global average |
I rarely think about looking for a job at another company | 61% 6% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 75% 6% above global average |
I would recommend [Company] as a great place to work | 87% 5% above global average |
I am proud to work for [Company] | 90% 4% above global average |
People within Function Leadership are more engaged than Function Design & Creative, Function Research & Analytics, Function Registered Nurse, and Function Marketing & Communications.
The highest scoring question for Function Leadership had 92% of People agreeing that they know how their work contributes to the goals of [company] (+3% compared to overall) while they were generally most positive about Work & Life Blend.
People in Function Leadership 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 20% 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 Function: Leadership 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 Function: Leadership organizations.
1 I have confidence in the leaders at [Company] | 79% favorable Leadership |
2 The leaders at [Company] demonstrate that people are important to the company's success | 74% favorable Leadership |
3 I can be my authentic self at work | 84% favorable Belonging |
4 I believe there are good career opportunities for me at [Company] | 67% favorable Learning & Development |
5 [Company] is a great company for me to make a contribution to my development | 78% favorable Learning & Development |
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% compared to overall) while on a longer time frame, 8% of people see themselves leaving within two years (-4% 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 believe there are good career opportunities for me at [Company] | 67% favorable Learning & Development |
2 I am happy with my current role relative to what was described to me | 80% favorable Alignment & Involvement |
3 I have confidence in the leaders at [Company] | 79% favorable Leadership |
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 (-0.1) |
Culture and Values | 3.8 stars (-0.1) |
Work Life Balance | 3.7 stars (-0.1) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 70.0% (-1) |
CEO Approval | 84.0% (+0) |
Organizations in the Function: Leadership benchmark on average gave 9% 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%
Function: Leadership
9%
People in Function Leadership were much more positive than average regarding Feedback & Recognition, Action, and Service & Quality Focus.
Insights data provided by Culture Amp.
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