Construction & Heavy Industry January 2026
~12m
Questions answered
over 12 months- /
~500
Organizations
These insights represent ~12m questions answered from ~500 organizations, collected between January 2025 and December 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, Environmental Services, Oil & Energy, Building Materials, Civil Engineering, Machinery, Mining & Metals
Most represented regions in this benchmark
Northern America
38%
Oceania
37%
Europe
15%
Asia
5%
MEA
3%
Reported gender breakdown
Male
72%
Female
28%
Non-Binary
0.24%
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.
72% of Construction and Heavy Industry employees are engaged
This is in the top 44% 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?
People in Construction & Heavy Industry were much more positive than average regarding Work Pressure, Coaching, and Feedback Culture.
On the lower side, people in Construction & Heavy Industry had much lower favorable scores than average in Managing Energy, Learning & Development, and Enablement.
People working in Construction & Heavy Industry are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Construction & Heavy Industry are less engaged than Legal Services, Venture Capital & Private Equity, 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 (-2% 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 14% 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 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | 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
8%
1 to less than 2 years
16%
2 to less than 4 years
24%
4 to less than 6 years
10%
6 to less than 10 years
13%
Greater than 10 years
21%