Construction & Heavy Industry July 2025
~10m
Questions answered
over 12 months- /
~350
Organizations
These insights represent ~10m questions answered from ~350 organizations, collected between July 2024 and June 2025.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Construction, Utilities, Renewables & Environment, Automotive, Oil & Energy, Civil Engineering, Building Materials, Machinery, Mechanical or Industrial Engineering, Environmental Services
Most represented regions in this benchmark
Oceania
46%
Northern America
33%
Europe
12%
Asia
4%
MEA
3%
Reported gender breakdown
Male
66%
Female
33%
Non-Binary
0.3%
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.
71% of Construction and Heavy Industry employees are engaged
This is in the top 43% compared with other industries.
The median eNPS score for organizations in this benchmark is 17 and is in the top 47% compared with other industries.
How does Construction and Heavy Industry compare?
On the lower side, people in Construction & Heavy Industry had much lower favorable scores than average in Action, Work Pressure, and Flexibility.
People working in Construction & Heavy Industry are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Construction & Heavy Industry are less engaged than Legal Services, Banking, and Engaging Growth.
The highest scoring question for Construction & Heavy Industry had 92% of people agreeing that The work that they do at %[Company]% is important (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Construction & Heavy Industry 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 15% of people disagreeing (+1% above average).
Which questions matter the most?
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Construction and Heavy Industry organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 8% 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
4%
6 months to less than 1 year
9%
1 to less than 2 years
17%
2 to less than 4 years
25%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
20%