Automotive January 2026
~3m
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~3m questions answered from ~45 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
Automotive
Most represented regions in this benchmark
Northern America
45%
Oceania
32%
MEA
11%
Europe
10%
Reported gender breakdown
Male
76%
Female
23%
Non-Binary
0.4%
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 Automotive employees are engaged
This is in the bottom 40% compared with other industries.
The median eNPS score for organizations in this benchmark is 14 and is in the bottom 35% compared with other industries.
How does Automotive compare?
On the lower side, people in Automotive had much lower favorable scores than average in Action, Social Connection, and Leadership.
People working in Automotive are more engaged than Public Relations & Communications. People working in Automotive are less engaged than Manufacturing, Aviation & Aerospace, Machinery, and Construction & Heavy Industry.
The highest scoring question for Automotive had 87% 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 Management.
People in Automotive were generally least favourable about Action, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 28% 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 Automotive organizations.
1 I am happy with my current role relative to what was described to me | Alignment & Involvement |
2 I am given opportunities to develop skills relevant to my interests | Learning & Development |
3 %[Company]% really allows us to make a positive difference | Social Connection |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-1% 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
9%
1 to less than 2 years
18%
2 to less than 4 years
26%
4 to less than 6 years
10%
6 to less than 10 years
13%
Greater than 10 years
17%