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Benchmarking Survey

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Take the survey

Fill out your details and complete the survey on this page, allocate about 10-15mins to answer every question properly.

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How do you compare to best-in-class?

Fill in a few details below and complete the survey to find out! We’ll create a personalized report for you and your organization based on your results, and one of our passionate analysts will be in touch to discuss your report.

This survey will take approximately 10-15mins to complete. Do not refresh or exit the page until you have successfully submitted your answers, doing so will lose all your progress.

PART ONE Organisation (13 Questions)
1 Engagement, as measured by your organization, is in the following range:
2 During the last year, voluntary attrition has:
3If known, what is your attrition rate?

4 In the last year, the number of new hires has:
5 We have sufficient internal talent to achieve our strategic objectives
6 In the last year, our business recruitment costs have:
7 Internal hires are in the following range (when compared to external recruitment):
8 The last senior leadership role that became available was filled internally
9 Absenteeism is not excessive within our organization
10 Approximately what percentage of your staff participated in a lateral move last year?
11 Last year, your overall growth as an organization was in the following range:
12 Last year, our revenue per employee:
13 Has career development been identified as a key driver of engagement within your organization?
PART TWO Development (17 Questions)
14 We offer career coaching for all employees
15 Career coaching is not limited to top performers
16 We formally train managers to have more effective career conversations
17 We track to ensure career conversations are actually happening
18 The CEO sponsors career management and development programs
19 Career management is perceived as a partnership between the employee, the manager, and the organization
20 Where possible, we recruit internally
21 Flexible working practices are formally integrated into our organizational culture
22 Career breaks are acceptable within our organization
23 In our organization, career paths include both expert and managerial pathways
24 Our definition of talent is not limited to those with the capacity to move up the organizational ladder
25 We do not assess eligibility for promotion on the basis of current performance alone
26 Development opportunities are not limited exclusively to current role requirements
27 Mentoring and stretch assignments occur on a regular basis
28 Staff career development is a criteria for the evaluation of leader effectiveness
29 We actively promote diversity at all levels of the organizational hierarchy
30 Diversity target group members with managerial aspirations are identified and retained
31 We track the impact of career management practices against objective criteria
PART THREE Managers (23 Questions)
32 Managers are aware of the career ambitions of their direct reports
33 Managers are aware of how the career ambitions of their reports align with organizational strategy
34 Managers are empowered to negotiate flexible work arrangements
35 Managers are aware of the work / life priorities of their reports
36 Managers respect the work / life priorities of their reports
37 Managers show an interest in the career experience / wellbeing of their reports
38 Managers seek ways to make work more enjoyable for their reports
39 Managers have the necessary time to support the career growth of their reports
40 Managers have an overview of the capabilities within their team
41 Managers have an overview of the developmental needs of their team
42 Managers have have identified appropriate ways to address the developmental needs of their team
43 Managers provide stretch assignments that allow reports to grow their strengths
44 Managers draw relevant internal opportunities to the attention of their reports
45 Managers are confident in their coaching skills
46 Managers hold career conversations with all team members
47 Managers hold career conversations at least four times a year
48 Managers are effective in asking quality coaching conversations that provoke insight and encourage reflection
49 Managers focus career discussions on the values, talents, and goals of most value to both parties
50 Managers work to eliminate organizational barriers to the career success of their reports
51 Managers are aware of diversity risk factors within their team
52 Managers actively address diversity risk factors within their team
53 Managers distribute quality assignments in a far and transparent manner
54 Managers set clear performance requisites for career progression
55 Managers provide honest feedback on an ongoing basis
PART FOUR Employees (12 Questions)
56 Employees are aware of how their role contributes to the broader organizational mission
57 Employees are aware of how performing well in their current role contributes to achieving their own long-term career goals
58 Employees are encouraged to express their personal values at work
59 Employees are encouraged to use their strengths and motivated talents on a regular basis in their roles
60 Employees have the necessary skills, knowledge and competencies to excel in their current roles
61 Employees are aware of their own areas for competency development
62 Employees are aware of potential career paths within this organization
63 Employees actively research career paths within this organization
64 Employees are made aware of internal job openings as they become available
65 Employees are encouraged to communicate career preferences to their manager
66 Employees have adequate opportunity to express career preferences and concerns to their manager
67 Employees are aware that flexible work practices are available to them
68 Employees understand that making use of flexible work practices will not jeopardize their chances of promotion
What are your top 3 strategic HR priorities for this year?
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