Central Europe (200-500) January 2026
~290k
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~290k questions answered from ~150 organizations, collected between January 2025 and December 2025.
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, Internet, Financial Services, Automotive, Logistics & Supply Chain, Retail, Telecommunications
Reported gender breakdown
Male
62%
Female
38%
Non-Binary
0.16%
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.
60% of Central Europe (200-500) employees are engaged
This is in the bottom 20% 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 Inclusion.
On the lower side, people in Central Europe (200-500) had much lower favorable scores than average in Overall Industries (Global) Wellbeing, Action, and Equity.
People working in Central Europe (200-500) are less engaged than Western Europe, Europe, Oceania, and Eastern Europe.
The highest scoring question for Central Europe (200-500) had 90% 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 Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 18% of people disagreeing (+4% 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 (+4% compared to overall) while on a longer time frame, 14% 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
2%
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
30%
4 to less than 6 years
15%
6 to less than 10 years
14%
Greater than 10 years
11%