Construction & Heavy Industry (0-100) January 2026
~205k
Questions answered
over 12 months- /
~95
Organizations
These insights represent ~205k questions answered from ~95 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
Environmental Services, Construction, Renewables & Environment, Utilities, Mining & Metals, Civil Engineering, Industrial Automation, Automotive, Machinery, Oil & Energy
Most represented regions in this benchmark
Northern America
42%
Oceania
27%
Europe
23%
MEA
4%
Asia
3%
Reported gender breakdown
Male
68%
Female
31%
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.
77% of Construction and Heavy Industry (0-100) employees are engaged
This is in the top 37% compared with other industries.
The median eNPS score for organizations in this benchmark is 27 and is in the top 4% compared with other industries.
How does Construction and Heavy Industry (0-100) compare?
People in Construction & Heavy Industry (0-100) were much more positive than average regarding Action, Collaboration & Communication, and Voice.
People working in Construction & Heavy Industry (0-100) are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Construction & Heavy Industry (0-100) are less engaged than Engaging Growth.
The highest scoring question for Construction & Heavy Industry (0-100) had 92% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Work & Life Blend.
People in Construction & Heavy Industry (0-100) were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 15% of people disagreeing (-2% below 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 (0-100) organizations.
1 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 I am happy with my current role relative to what was described to me | Alignment & Involvement |
How long do people stay?
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% 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
6%
3 months to 6 months
6%
6 months to less than 1 year
12%
1 to less than 2 years
19%
2 to less than 4 years
25%
4 to less than 6 years
10%
6 to less than 10 years
11%
Greater than 10 years
12%