Construction & Heavy Industry APAC January 2026
~5m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~5m questions answered from ~250 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, Oil & Energy, Renewables & Environment, Automotive, Environmental Services, Civil Engineering, Mining & Metals, Machinery, Building Materials
Reported gender breakdown
Male
71%
Female
28%
Non-Binary
0.25%
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.
70% of Construction and Heavy Industry APAC employees are engaged
This is in the top 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 16 and is in the top 43% compared with the overall average.
How does Construction and Heavy Industry APAC compare?
People in Construction & Heavy Industry APAC were much more positive than average regarding Support Resources and Transfer Of Expectations & Values.
On the lower side, people in Construction & Heavy Industry APAC had much lower favorable scores than average in Learning & Development, Growth, and Social Connection.
People working in Construction & Heavy Industry APAC are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Construction & Heavy Industry APAC are less engaged than Investment Management APAC, Information Technology & Services APAC, Electrical/Electronic Manufacturing United States, and New Tech (0-100).
The highest scoring question for Construction & Heavy Industry APAC had 88% 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 Management.
People in Construction & Heavy Industry APAC were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 18% 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 APAC organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I have confidence in the leaders at %[Company]% | Leadership |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
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
1%
3 months to 6 months
2%
6 months to less than 1 year
6%
1 to less than 2 years
17%
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
24%