Australia (200-500) July 2025
~1.8m
Questions answered
over 12 months- /
~300
Organizations
These insights represent ~1.8m questions answered from ~300 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
Nonprofit Organization Management, Financial Services, Information Technology & Services, Computer Software, Government Administration, Civic & Social Organization, Insurance, Internet
Reported gender breakdown
Male
50%
Female
50%
Non-Binary
0.19%
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.
69% of Australia (200-500) employees are engaged
This is in the bottom 45% compared with other regions.
The median eNPS score for organizations in this benchmark is 14 and is in the top 44% compared with other regions.
How does Australia (200-500) compare?
People in Australia (200-500) were much more positive than average regarding Voice, Support Resources, and Growth.
On the lower side, people in Australia (200-500) had much lower favorable scores than average in Work Pressure, Work Pressure, and Collaboration & Communication.
People working in Australia (200-500) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Australia (200-500) are less engaged than Southeast Asia, Middle East & Africa, Asia, and South America.
The highest scoring question for Australia (200-500) had 88% 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 Australia (200-500) 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 18% of people disagreeing (+2% 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 (200-500) organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
18%
2 to less than 4 years
26%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
15%