Construction & Heavy Industry July 2026
~9m
Questions answered
over 12 months- /
~450
Organizations
These insights represent ~9m questions answered from ~450 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Construction, Utilities, Renewables & Environment, Machinery, Civil Engineering, Environmental Services, Automotive, Oil & Energy, Building Materials, Mining & Metals
Most represented regions in this benchmark
Oceania
38%
Northern America
31%
Europe
22%
Asia
5%
Latin America
3%
Reported gender breakdown
Male
72%
Female
28%
Non-Binary
0.04%
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 44% compared with other industries.
The median eNPS score for organizations in this benchmark is 17 and is in the top 45% 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, Overall Industries (Global) Wellbeing, and Ownership.
On the lower side, people in Construction & Heavy Industry had much lower favorable scores than average in Transparency, Wellbeing Culture, and Learning & Development.
People working in Construction & Heavy Industry are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Construction & Heavy Industry are less engaged than Investment Management, Venture Capital, & Private Equity, Health & Wellness, and Engaging Growth.
The highest scoring question for Construction & Heavy Industry had 93% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+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 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 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, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% 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
14%
2 to less than 4 years
24%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
23%
Solutions
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