Automotive & Machinery United States July 2025
~0.9m
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~0.9m 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, Mechanical or Industrial Engineering, Machinery, Plastics
Reported gender breakdown
Male
74%
Female
26%
Non-Binary
0.08%
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 and Machinery United States employees are engaged
This is in the bottom 40% 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, Feedback & Recognition, and Leadership.
People working in Automotive & Machinery United States are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Automotive & Machinery United States are less engaged than Consumer Goods, Financial Services (500-1000), Middle East, and Biotechnology & Medical Devices North America.
The highest scoring question for Automotive & Machinery United States 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 Work & Life Blend.
People in Automotive & Machinery United States 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 (+6% 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 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 %[Company]% is in a position to really succeed over the next three years | Company Performance |
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, 8% 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
3%
3 months to 6 months
4%
6 months to less than 1 year
8%
1 to less than 2 years
17%
2 to less than 4 years
27%
4 to less than 6 years
10%
6 to less than 10 years
13%
Greater than 10 years
17%