Construction & Heavy Industry (200-500) July 2025
~805k
Questions answered
over 12 months- /
~95
Organizations
These insights represent ~805k questions answered from ~95 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
Automotive, Construction, Renewables & Environment, Utilities, Building Materials, Oil & Energy, Civil Engineering, Machinery, Environmental Services, Mechanical or Industrial Engineering
Most represented regions in this benchmark
Oceania
39%
Northern America
34%
Europe
22%
Asia
5%
Reported gender breakdown
Male
69%
Female
31%
Non-Binary
0.14%
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 (200-500) employees are engaged
This is in the top 43% compared with other industries.
The median eNPS score for organizations in this benchmark is 15 and is in the bottom 41% compared with other industries.
How does Construction and Heavy Industry (200-500) compare?
People in Construction & Heavy Industry (200-500) were much more positive than average regarding Inclusion, Growth, and Overall Industries (Global) Wellbeing.
On the lower side, people in Construction & Heavy Industry (200-500) had much lower favorable scores than average in Action, Equity, and Feedback & Recognition.
People working in Construction & Heavy Industry (200-500) are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Construction & Heavy Industry (200-500) are less engaged than Investment Management, Legal Services, Banking, and Engaging Growth.
The highest scoring question for Construction & Heavy Industry (200-500) had 86% of people agreeing that they know what they need to do to be successful in their role (+0% compared to overall) while they were generally most positive about Growth.
People in Construction & Heavy Industry (200-500) 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 (+2% 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 (200-500) organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-1% 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
6%
6 months to less than 1 year
10%
1 to less than 2 years
18%
2 to less than 4 years
24%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
16%