Automotive & Machinery United States January 2026
~620k
Questions answered
over 12 months- /
~30
Organizations
These insights represent ~620k questions answered from ~30 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, Machinery, Plastics, Mechanical or Industrial Engineering
Reported gender breakdown
Male
75%
Female
25%
Non-Binary
0.13%
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.
69% of Automotive and Machinery United States employees are engaged
This is in the bottom 43% compared with the overall average.
The median eNPS score for organizations in this benchmark is 10 and is in the bottom 36% 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 Service & Quality Focus.
People working in Automotive & Machinery United States are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Automotive & Machinery United States are less engaged than Industrial Automation, Construction, Financial Services (0-100), and Biotechnology North America.
The highest scoring question for Automotive & Machinery United States had 89% of people agreeing that they are able to arrange time out from work when they need to (+2% 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 believe there are good career opportunities for me at %[Company]% | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I have access to the learning and development I need to do my job well | Learning & Development |
How long do people stay?
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
6%
1 to less than 2 years
16%
2 to less than 4 years
28%
4 to less than 6 years
13%
6 to less than 10 years
14%
Greater than 10 years
18%