Construction & Heavy Industry (500-1000) January 2026
~1m
Questions answered
over 12 months- /
~60
Organizations
These insights represent ~1m questions answered from ~60 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
Utilities, Construction, Automotive, Renewables & Environment, Environmental Services, Oil & Energy, Building Materials, Industrial Automation, Machinery, Paper & Forest Products
Most represented regions in this benchmark
Oceania
40%
Northern America
36%
Europe
19%
Asia
4%
Reported gender breakdown
Male
70%
Female
30%
Non-Binary
0.16%
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.
69% of Construction and Heavy Industry (500-1000) employees are engaged
This is in the bottom 49% compared with other industries.
The median eNPS score for organizations in this benchmark is 6 and is in the bottom 9% compared with other industries.
How does Construction and Heavy Industry (500-1000) compare?
People in Construction & Heavy Industry (500-1000) were much more positive than average regarding Growth.
On the lower side, people in Construction & Heavy Industry (500-1000) had much lower favorable scores than average in Equity, Action, and Feedback & Recognition.
People working in Construction & Heavy Industry (500-1000) are more engaged than Public Relations & Communications, Higher Education, and Government Administration. People working in Construction & Heavy Industry (500-1000) are less engaged than Construction, Biotechnology, Renewables & Environment, and Financial Services.
The highest scoring question for Construction & Heavy Industry (500-1000) had 88% of people agreeing that they know what they need to do to be successful in their role (+1% compared to overall) while they were generally most positive about Growth.
People in Construction & Heavy Industry (500-1000) 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 20% of people disagreeing (+3% 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 (500-1000) 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 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
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, 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
2%
3 months to 6 months
5%
6 months to less than 1 year
8%
1 to less than 2 years
16%
2 to less than 4 years
25%
4 to less than 6 years
11%
6 to less than 10 years
14%
Greater than 10 years
19%