Asia July 2025
~6m
Questions answered
over 12 months- /
~800
Organizations
These insights represent ~6m questions answered from ~800 organizations, collected between July 2024 and June 2025.
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
Most represented industries in this benchmark
Computer Software, Information Technology & Services, Financial Services, Internet, Marketing & Advertising, Electrical/Electronic Manufacturing
Reported gender breakdown
Male
58%
Female
42%
Non-Binary
0.13%
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.
75% of Asia employees are engaged
This is in the top 35% compared with other regions.
The median eNPS score for organizations in this benchmark is 24 and is in the top 20% compared with other regions.
How does Asia compare?
People in Asia were much more positive than average regarding Decision Making, Action, and Equity.
On the lower side, people in Asia had much lower favorable scores than average in Work Environment and Flow.
People working in Asia are more engaged than Benelux, DACH, Central Europe, and Nordic.
The highest scoring question for Asia had 91% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Asia were generally least favourable about Decision Making, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 21% of people disagreeing (-2% below average).
Which questions matter the most?
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 Asia organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 14% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-6% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
18%
2 to less than 4 years
28%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
15%