Construction & Heavy Industry (200-500) July 2026
~0.9m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~0.9m questions answered from ~150 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
Civil Engineering, Construction, Machinery, Oil & Energy, Renewables & Environment, Utilities, Environmental Services, Automotive, Building Materials, Mining & Metals
Most represented regions in this benchmark
Oceania
39%
Northern America
30%
Europe
26%
Asia
4%
Reported gender breakdown
Male
68%
Female
32%
Non-Binary
0.08%
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 46% compared with other industries.
The median eNPS score for organizations in this benchmark is 19 and is in the top 33% 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, Your Manager, and Ownership.
On the lower side, people in Construction & Heavy Industry (200-500) had much lower favorable scores than average in Equity, Feedback & Recognition, and Collaboration & Communication.
People working in Construction & Heavy Industry (200-500) are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Construction & Heavy Industry (200-500) are less engaged than Investment Management, Investment Management, Venture Capital, & Private Equity, Health & Wellness, and Engaging Growth.
The highest scoring question for Construction & Heavy Industry (200-500) had 89% of people agreeing that they know how their work contributes to the goals of %[Company]% (-1% compared to overall) while they were generally most positive about Diversity.
People in Construction & Heavy Industry (200-500) 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 22% of people disagreeing (+5% 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 I am given opportunities to develop skills relevant to my interests | 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 (+0% 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
5%
6 months to less than 1 year
9%
1 to less than 2 years
18%
2 to less than 4 years
25%
4 to less than 6 years
13%
6 to less than 10 years
13%
Greater than 10 years
13%
Solutions
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