Construction (0-100) 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
Construction, Civil Engineering, Building Materials, Glass, Ceramics & Concrete
Most represented regions in this benchmark
Northern America
86%
Oceania
12%
Reported gender breakdown
Male
70%
Female
29%
Non-Binary
1%
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 Construction (0-100) employees are engaged
This is in the top 30% compared with other industries.
The median eNPS score for organizations in this benchmark is 40 and is the highest scoring group compared with other industries.
How does Construction (0-100) compare?
People in Construction (0-100) were much more positive than average regarding Collaboration & Communication, Service & Quality Focus, and Leadership.
People working in Construction (0-100) are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government.
The highest scoring question for Construction (0-100) had 93% of people agreeing that they are able to arrange time out from work when they need to (+6% compared to overall) while they were generally most positive about Work & Life Blend.
People in Construction (0-100) 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 18% of people disagreeing (+0% above average).
How long do people stay?
In the short term, 14% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-6% 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
4%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
19%
2 to less than 4 years
22%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
17%