Automotive July 2026
~725k
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~725k questions answered from ~35 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
Automotive
Most represented regions in this benchmark
Northern America
53%
Oceania
19%
Europe
16%
MEA
6%
Asia
5%
Reported gender breakdown
Male
76%
Female
24%
Non-Binary
0.02%
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 employees are engaged
This is in the top 43% compared with other industries.
The median eNPS score for organizations in this benchmark is 23 and is in the top 18% 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 Work & Life Blend.
People working in Automotive are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Automotive are less engaged than Health & Wellness and Engaging Growth.
The highest scoring question for Automotive had 88% of people agreeing that they know what they need to do to be successful in their role (+1% 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 %[Company]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
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, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% 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
4%
3 months to 6 months
6%
6 months to less than 1 year
10%
1 to less than 2 years
16%
2 to less than 4 years
25%
4 to less than 6 years
14%
6 to less than 10 years
11%
Greater than 10 years
16%
Solutions
Drive operational excellence and engage your workforce with manufacturing solutions from Culture Amp
Explore solutions