Automotive July 2025
~2.5m
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~2.5m questions answered from ~35 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
Automotive
Most represented regions in this benchmark
Oceania
50%
Northern America
33%
MEA
8%
Europe
7%
Asia
2%
Reported gender breakdown
Male
54%
Female
46%
Non-Binary
0.65%
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 Automotive employees are engaged
This is in the bottom 39% compared with other industries.
The median eNPS score for organizations in this benchmark is 14 and is in the bottom 33% compared with other industries.
How does Automotive compare?
On the lower side, people in Automotive had much lower favorable scores than average in Action, Feedback & Recognition, and Leadership.
People working in Automotive are less engaged than Investment Banking, Consulting & Staffing, Food Production, and Wholesale.
The highest scoring question for Automotive had 88% of people agreeing that they know what they need to do to be successful in their role (+2% compared to overall) while they were generally most positive about Work & Life Blend.
People in Automotive were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 20% of people disagreeing (+7% 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 Automotive organizations.
1 We are encouraged to be innovative even though some of our initiatives may not succeed | Innovation |
2 The products and services %[Company]% provides are as good as, or better than, our main competitors | 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, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
12%
1 to less than 2 years
20%
2 to less than 4 years
30%
4 to less than 6 years
9%
6 to less than 10 years
9%
Greater than 10 years
13%