Automotive & Machinery United States July 2026
~0.8m
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~0.8m questions answered from ~45 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Machinery, Automotive, Mechanical or Industrial Engineering
Reported gender breakdown
Male
77%
Female
23%
Non-Binary
0.03%
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.
72% of Automotive and Machinery United States employees are engaged
This is in the bottom 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 10 and is in the bottom 37% compared with the overall average.
How does Automotive and Machinery United States compare?
On the lower side, people in Automotive & Machinery United States had much lower favorable scores than average in Action, Leadership, and Social Connection.
People working in Automotive & Machinery United States are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Automotive & Machinery United States are less engaged than East Asia > 5000, Individual & Family Services APAC, Information Technology & Services Southeast Asia, and Creative & Media India.
The highest scoring question for Automotive & Machinery United States had 90% of people agreeing that they know what they need to do to be successful in their role (+3% compared to overall) while they were generally most positive about Work & Life Blend.
People in Automotive & Machinery United States were generally least favourable about Action, and were most negative towards 'My manager, or someone else, has communicated some clear actions based on recent employee survey results' with 21% of people disagreeing (+8% 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 United States organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
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, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% 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
5%
6 months to less than 1 year
8%
1 to less than 2 years
14%
2 to less than 4 years
25%
4 to less than 6 years
14%
6 to less than 10 years
13%
Greater than 10 years
17%
Solutions
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