Australia (200-500) January 2026
~2m
Questions answered
over 12 months- /
~350
Organizations
These insights represent ~2m questions answered from ~350 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
Financial Services, Nonprofit Organization Management, Information Technology & Services, Computer Software, Government Administration, Civic & Social Organization, Construction, Food & Beverages, Individual & Family Services, Insurance
Reported gender breakdown
Female
50%
Male
50%
Non-Binary
0.24%
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.
68% of Australia (200-500) employees are engaged
This is in the bottom 38% 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 Decision Making, Support Resources, and Feedback Culture.
On the lower side, people in Australia (200-500) had much lower favorable scores than average in Work Pressure, Collaboration & Communication, and Service & Quality Focus.
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 Africa, Middle East & Africa, East Asia, and Southeast Asia.
The highest scoring question for Australia (200-500) had 90% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-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 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 (200-500) organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
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
2%
3 months to 6 months
4%
6 months to less than 1 year
8%
1 to less than 2 years
18%
2 to less than 4 years
27%
4 to less than 6 years
12%
6 to less than 10 years
14%
Greater than 10 years
15%