Australia (1000-5000) July 2025
~4.5m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~4.5m questions answered from ~250 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, Utilities, Internet, Government Administration, Hospital & Health Care, Insurance, Nonprofit Organization Management, Construction
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.28%
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 36% compared with other regions.
The median eNPS score for organizations in this benchmark is 9 and is in the bottom 45% compared with other regions.
How does Australia (1000-5000) compare?
People in Australia (1000-5000) were much more positive than average regarding Decision Making, Social Connections, and Support Resources.
On the lower side, people in Australia (1000-5000) had much lower favorable scores than average in Wellbeing Culture, Equity, and Leadership.
People working in Australia (1000-5000) are more engaged than Benelux and DACH. 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 what they need to do to be successful in their role (-1% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Australia (1000-5000) were generally least favourable about Equity, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at %[Company]%' with 26% of people disagreeing (+5% 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 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 %[Company]% is in a position to really succeed over the next three years | Company Performance |
3 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
How long do people stay?
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 13% 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
3%
6 months to less than 1 year
7%
1 to less than 2 years
17%
2 to less than 4 years
23%
4 to less than 6 years
10%
6 to less than 10 years
14%
Greater than 10 years
24%