Banking (200-500) July 2025
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Banking
Most represented regions in this benchmark
Northern America
89%
Oceania
9%
Europe
3%
Reported gender breakdown
Female
62%
Male
38%
Non-Binary
0.05%
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.
79% of Banking (200-500) employees are engaged
This is in the top 30% compared with other industries.
The median eNPS score for organizations in this benchmark is 37 and is the highest scoring group compared with other industries.
How does Banking (200-500) compare?
People in Banking (200-500) were much more positive than average regarding Feedback & Recognition, Innovation, and Collaboration & Communication.
People working in Banking (200-500) are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication.
The highest scoring question for Banking (200-500) had 92% of people agreeing that they know what they need to do to be successful in their role (+6% compared to overall) while they were generally most positive about Management.
People in Banking (200-500) 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 15% of people disagreeing (-2% below average).
How long do people stay?
In the short term, 12% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-8% 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
3%
3 months to 6 months
4%
6 months to less than 1 year
7%
1 to less than 2 years
14%
2 to less than 4 years
21%
4 to less than 6 years
11%
6 to less than 10 years
16%
Greater than 10 years
25%