Central Europe (200-500) July 2026
~190k
Questions answered
over 12 months- /
~75
Organizations
These insights represent ~190k questions answered from ~75 organizations, collected between July 2025 and June 2026.
To ensure accuracy and stability of Emerging benchmarks we may use statistical sampling methods. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Information Technology & Services, Financial Services, Internet, Pharmaceuticals, Electrical/Electronic Manufacturing, Retail, Apparel & Fashion, Medical Devices, Nonprofit Organization Management
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0.11%
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.
59% of Central Europe (200-500) employees are engaged
This is in the bottom 18% compared with other regions.
The median eNPS score for organizations in this benchmark is -4 and is in the bottom 11% compared with other regions.
How does Central Europe (200-500) compare?
People in Central Europe (200-500) were much more positive than average regarding Voice and Ownership.
On the lower side, people in Central Europe (200-500) had much lower favorable scores than average in Equity, Action, and Service & Quality Focus.
People working in Central Europe (200-500) are less engaged than DACH, Nordic, Europe, and Western Europe.
The highest scoring question for Central Europe (200-500) had 89% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% compared to overall) while they were generally most positive about Management.
People in Central Europe (200-500) were generally least favourable about Equity, and were most negative towards '%[Company]% effectively directs resources (funding, people and effort) towards company goals' with 23% of people disagreeing (+10% above average).
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% compared to overall) while on a longer time frame, 12% 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
5%
6 months to less than 1 year
9%
1 to less than 2 years
19%
2 to less than 4 years
27%
4 to less than 6 years
16%
6 to less than 10 years
12%
Greater than 10 years
9%