~2m
Questions answered
over 12 months
~45
Organizations
These insights represent ~2m questions answered from ~45 organizations, collected between July 2023 and June 2024.
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
Electrical/Electronic Manufacturing
100%
Europe
46%
Northern America
33%
Latin America
9%
Asia
6%
Oceania
5%
Male
74%
Female
26%
Non-Binary
0.04%
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 41% compared with other industries.
The median eNPS score for organizations in this benchmark is 20 and is in the top 36% compared with other industries.
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 | 82% 1% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 68% Same as global average |
I am proud to work for [Company] | 86% 2% above global average |
I rarely think about looking for a job at another company | 59% 3% above global average |
I see myself still working at [Company] in two years time | 72% 6% above global average |
People working in Electrical/Electronic Manufacturing are more engaged than Higher Education, Government Administration, Government, and Online Media. People working in Electrical/Electronic Manufacturing are less engaged than Engaging Growth.
The highest scoring question for Electrical/Electronic Manufacturing had 90% 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 Inclusion.
People in Electrical/Electronic Manufacturing were generally least favourable about Action, and were most negative towards 'I believe my total compensation base salaryany bonusesbenefitsequity is fair relative to similar roles at other companies' with 21% of people disagreeing (-1% below 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 Electrical/Electronic Manufacturing organizations.
I have confidence in the leaders at [Company]
The factor this relates most closely to is Leadership
Note: Analysis includes most commonly used driver questions across survey topics that meet our threshold.
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 Electrical/Electronic Manufacturing organizations.
1 I have confidence in the leaders at [Company] | 79% favorable Leadership |
2 Workloads are divided fairly among people where I work | 62% favorable Teamwork & Ownership |
3 [Company] is a great company for me to make a contribution to my development | 77% favorable Learning & Development |
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 8% 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 I have access to the things I need to do my job well | 77% favorable Enablement |
2 Most of the systems and processes here support us getting our work done effectively | 65% favorable Enablement |
3 Daytoday decisions here demonstrate that quality and improvement are top priorities | 70% favorable Service & Quality Focus |
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 | 3.4 stars (-0.4) |
Senior Leadership | 2.7 stars (-0.3) |
Diversity and Inclusion | 3.7 stars (-0.2) |
Culture and Values | 3.2 stars (-0.2) |
Work Life Balance | 3.6 stars (+0.2) |
Compensation and Benefits | 3.3 stars (+0.1) |
Career Opportunities | 3.2 stars (+0.2) |
Recommend to Friend | 69.0% (+1.0) |
CEO Approval | 100.0% (+19.0) |
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.
Less than 6 months
8%
6 months to less than 1 year
9%
1 to less than 2 years
14%
2 to less than 4 years
18%
4 to less than 6 years
11%
6 to 10 years
16%
Greater than 10 years
24%
Most of Engagement 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 feel like I belong at [Company]
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 been provided an opportunity to see and discuss recent employee survey results
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
Most people here make a good effort to consult other staff where appropriate
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 else has communicated some clear actions based on recent employee survey results
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
Our physical workspace is enjoyable to work in
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 are genuinely supported if we choose to make use of flexible working arrangements
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] really allows us to make a positive difference
[Company]s commitment to social responsibility eg community support sustainability etc is genuine
People in Electrical/Electronic Manufacturing were much more positive than average regarding Company Performance, Leadership, and Inclusion.
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