Asia (1000-5000) July 2026
~1.8m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~1.8m questions answered from ~250 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Financial Services, Information Technology & Services, Internet, Marketing & Advertising, Electrical/Electronic Manufacturing, Computer & Network Security, Hospital & Health Care, Investment Management
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.
75% of Asia (1000-5000) employees are engaged
This is in the top 44% compared with other regions.
The median eNPS score for organizations in this benchmark is 22 and is in the top 28% compared with other regions.
How does Asia (1000-5000) compare?
People in Asia (1000-5000) were much more positive than average regarding Action, Feedback & Recognition, and Company Performance.
On the lower side, people in Asia (1000-5000) had much lower favorable scores than average in Equity, Transparency, and Growth.
People working in Asia (1000-5000) are more engaged than Benelux, Central Europe, DACH, and Nordic. People working in Asia (1000-5000) are less engaged than South Asia.
The highest scoring question for Asia (1000-5000) had 90% of people agreeing that they know how their work contributes to the goals of %[Company]% (+1% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Asia (1000-5000) were generally least favourable about Equity, 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 22% of people disagreeing (-1% 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 (1000-5000) organizations.
1 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
2 %[Company]% is in a position to really succeed over the next three years | Company Performance |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 14% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-5% 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
16%
2 to less than 4 years
27%
4 to less than 6 years
14%
6 to less than 10 years
13%
Greater than 10 years
16%