Australia (1000-5000) January 2026
~5m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~5m questions answered from ~250 organizations, collected between January 2025 and December 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, Utilities, Financial Services, Government Administration, Information Technology & Services, Higher Education, Internet, Nonprofit Organization Management, Marketing & Advertising, Telecommunications
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.25%
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.
66% of Australia (1000-5000) employees are engaged
This is in the bottom 35% compared with other regions.
The median eNPS score for organizations in this benchmark is 9 and is in the bottom 43% compared with other regions.
How does Australia (1000-5000) compare?
People in Australia (1000-5000) were much more positive than average regarding Decision Making, Support Resources, and Coaching.
On the lower side, people in Australia (1000-5000) had much lower favorable scores than average in Equity, Work Pressure, and Feedback & Recognition.
People working in Australia (1000-5000) are more engaged than Benelux. People working in Australia (1000-5000) are less engaged than Eastern Europe, APAC, North America, and Middle East.
The highest scoring question for Australia (1000-5000) 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 Contribution to Broader Purpose.
People in Australia (1000-5000) 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 21% of people disagreeing (+4% above 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 Australia (1000-5000) organizations.
1 %[Company]% is in a position to really succeed over the next three years | Company Performance |
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, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+2% 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
3%
6 months to less than 1 year
7%
1 to less than 2 years
15%
2 to less than 4 years
25%
4 to less than 6 years
11%
6 to less than 10 years
14%
Greater than 10 years
24%