Automotive & Machinery Oceania July 2025
~1.2m
Questions answered
over 12 months- /
~25
Organizations
These insights represent ~1.2m questions answered from ~25 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, Mechanical or Industrial Engineering, Machinery
Reported gender breakdown
Female
56%
Male
43%
Non-Binary
0.92%
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.
65% of Automotive and Machinery Oceania employees are engaged
This is in the bottom 41% compared with the overall average.
The median eNPS score for organizations in this benchmark is 10 and is in the bottom 38% compared with the overall average.
How does Automotive and Machinery Oceania compare?
On the lower side, people in Automotive & Machinery Oceania had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
People working in Automotive & Machinery Oceania are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Automotive & Machinery Oceania are less engaged than Consumer Goods United States, Consumer Goods & Services United States, Primary/Secondary Education United States, and Consulting & Staffing Oceania.
The highest scoring question for Automotive & Machinery Oceania had 87% of people agreeing that they know what they need to do to be successful in their role (+0% compared to overall) while they were generally most positive about Management.
People in Automotive & Machinery Oceania 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 27% of people disagreeing (+10% 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 and Machinery Oceania organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% keep people informed about what is happening | Leadership |
3 At %[Company]% we act on promising new or innovative ideas | Innovation |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% compared to overall) while on a longer time frame, 11% 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
0.4%
3 months to 6 months
1%
6 months to less than 1 year
10%
1 to less than 2 years
21%
2 to less than 4 years
34%
4 to less than 6 years
10%
6 to less than 10 years
9%
Greater than 10 years
15%