2021 Benchmarks Overview

TIP: Explore insights from our wide number of benchmarks on Insights powered by Culture Amppart of our Culture First community.

Culture Amp has the world's largest employee-survey data lake. Want to know why our benchmarks stand out?

Benchmarks can provide you with some additional and important insight. You can read some more about our general advice on using benchmarks here if you haven't already.

Culture Amp has made over 2,000 benchmarks available to customers. The following provides a summary of the available 2021 benchmarks. Culture Amp customers can load any of these into their survey reports and dashboards. Each of these benchmarks is available as either the average (median), top 25%, or top 10% scores.


2021 Employee Engagement Benchmarks

These benchmarks contain questions from the following templates (when minimum response criteria are met); Inclusion, Wellbeing, Remote Wellbeing, COVID-19 Response and Return to work. 

Standard vs. emerging

Culture Amp's significant growth in customers has resulted in a number of new benchmarks. To meet customer needs, we have two classes of benchmarks, emerging benchmarks and standard benchmarks. Our standard benchmarks have strict requirements for publication. Our "emerging benchmarks" which have slightly lower requirements for creation than our standard benchmarks to provide value to our customers earlier.


Released benchmarks

Currently in the process of releasing 2021 benchmarks. As of 23rd March 2021, here is the list of benchmark categories we plan on making available.

  • Regional released
  • Industry released
  • Industry x Region released
  • Industry x Gender released
  • Region x Gender released
  • Industry x Company size
  • Geography x Company size
  • Other Demographic benchmarks (Age, Tenure, Job function)


Mixed benchmarks

Culture Amp also has large numbers of mixed engagement benchmarks available for customers to use. These increasingly specific benchmarks allow our customers to give their results accurate context their business can rely on.


Industry Benchmarks

Industry benchmarks are created using customer's LinkedIn industry self-categorisation to ensure accuracy. We then aggregate these industry designations into varying levels of specificity to publish.

You can view our list of industry and industry mixed benchmarks separately.


Geography Benchmarks

Our geography benchmarks are based off individual response location and not company HQ location in order to best capture the culture of a geographic region.

We have a wide range of regional benchmarks by region, country and US sub-region.


Demographic Benchmarks

Our demographic benchmarks are created based on individual's personal attributes. These benchmarks allow customers to gain context at the person level. This is especially useful for leaders of specific functions and for gaining context where cultural hot spots appear. These types of demographic benchmarks will be made available to customers when requried;

  • Age
  • Contract type
  • Tenure
  • Full time / Part time
  • Job Function
  • Gender

2021 Non-Employee Engagement Benchmarks

We are in the process of currently generating these benchmarks:

  • Manager Effectiveness
  • Team Effectiveness
  • Onboarding
    • Onboarding 2 weeks
    • Onboarding 1 month
    • Onboarding 3 months
  • Exit

What Does Good Look Like?

To help customers understand the upper ranges of how organizations are scoring, we have generated benchmark cuts with scores from the Top 25% (75th percentile) and Top 10% (90th percentile) of companies in each of our published benchmarks. Because of the statistical methodology we use, we're able to generate these extra percentiles for all our benchmarks - in fact, our emerging benchmarks using bootstrapping actually increases the accuracy of these percentiles.

An important thing to consider when selecting benchmarks is that an exact industry match may not be necessary, or the best thing. You'll want to consider a comparison benchmark that captures where your employees come from and where they might be going.

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