China 1000+ January 2026
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
Electrical/Electronic Manufacturing, Financial Services, Biotechnology, Marketing & Advertising, Chemicals, Information Technology & Services, Pharmaceuticals, Computer & Network Security, Apparel & Fashion, Utilities
Reported gender breakdown
Female
51%
Male
49%
Non-Binary
0.03%
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.
86% of China 1000+ employees are engaged
This is in the top 10% compared with other regions.
The median eNPS score for organizations in this benchmark is 42 and is the highest scoring group compared with other regions.
How does China 1000+ compare?
People in China 1000+ were much more positive than average regarding Action, Leadership, and Company Performance.
People working in China 1000+ are more engaged than Benelux, DACH, Central Europe, and Nordic.
The highest scoring question for China 1000+ had 98% of people agreeing that %[Company]% values diversity (+14% compared to overall) while they were generally most positive about Diversity.
People in China 1000+ 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 10% of people disagreeing (-13% below average).
How long do people stay?
In the short term, 4% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-16% compared to overall) while on a longer time frame, 1% of people see themselves leaving within two years (-9% 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
0.87%
3 months to 6 months
2%
6 months to less than 1 year
5%
1 to less than 2 years
8%
2 to less than 4 years
20%
4 to less than 6 years
16%
6 to less than 10 years
20%
Greater than 10 years
28%