Culture Amp collects millions of responses worldwide to help understand organizational culture and performance. Each year, we publish insights across industry and region, benchmarking how companies are engaging their people.
We identify the features of the best-performing organizations, and feed that back into our understanding of how to build better work cultures.
Insights are aggregated from statistically-valid groupings – industries, regions, job functions and individual attributes – from thousands of companies, contributing together to the world’s biggest employee-survey data lake.
Data provided by Culture Amp
Culture Amp publishes hundreds of benchmarks across industry, geography, and size – as well as individual metrics like job function, age and tenure.
Highlight: COVID-19 Wellbeing 2020
Drinking from the world’s largest employee data lake.
Collaboration & Communication
Service & Quality Focus
Learning & Development
Feedback & Recognition
Difference between Engaging Growth benchmark and worldwide average, selected factors
Our Engaging Growth benchmark tracks companies with the rare combination of fast growth and strong employee engagement. These high-performing organizations are hiring consistently while keeping their people motivated and committed.
Those organisations come from a range of industries—but they consistently outperform their competition on a range of survey factors. Their scores in Leadership, Company Performance, Engagement, Collaboration & Communication, Innovation, and Service & Quality Focus are 10 points or higher above the average factor scores.
Learning & Development
High/low point-spread difference for selected factors
Culture Amp survey questions are grouped into factors, clusters which reflect aspects of organisational health. Demographic, employment and industry variables statistically influence factor scores in interesting patterns. For example:
Gender impacts experience at work – but in complex ways. Gender has double the impact on perceptions of belonging and fairness than it does on perceptions of taking action and innovation. In other words, someone's gender doesn't strongly affect their feelings about how innovative or action-oriented their company is—but it make a big difference to how they see belonging and fairness.
Culture is heavily tied to the work people do, but the effect of industry on culture is highly factor-dependent. The industry someone works in is seven times more significant for engagement and perceptions of learning & development than it is on belonging or fairness.