Airlines & Airports July 2026
~1.4m
Questions answered
over 12 months- /
~20
Organizations
These insights represent ~1.4m questions answered from ~20 organizations, collected between July 2025 and June 2026.
To ensure accuracy and stability of Emerging benchmarks we may use statistical sampling methods. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Airlines/Aviation, Aviation & Aerospace
Most represented regions in this benchmark
Northern America
31%
APAC
24%
Oceania
20%
MEA
14%
Europe
6%
Asia
4%
Reported gender breakdown
Male
60%
Female
40%
Non-Binary
0.01%
Are employees committed to their organizations?
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.
67% of Airlines and Airports employees are engaged
This is in the bottom 20% compared with other industries.
The median eNPS score for organizations in this benchmark is 9 and is in the bottom 14% compared with other industries.
How does Airlines and Airports compare?
On the lower side, people in Airlines & Airports had much lower favorable scores than average in Action, Company Performance, and Feedback & Recognition.
People working in Airlines & Airports are less engaged than All Industries (Global).
The highest scoring question for Airlines & Airports had 86% 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 Alignment & Involvement.
People in Airlines & Airports 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 30% of people disagreeing (+13% above average).
How long do people stay?
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% compared to overall) while on a longer time frame, 11% of people see themselves leaving within two years (+1% compared to overall).
Understanding Tenure distributions
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.
Tenure distributions
Less than 3 months
3%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
14%
2 to less than 4 years
24%
4 to less than 6 years
7%
6 to less than 10 years
13%
Greater than 10 years
27%