Construction & Heavy Industry Europe January 2026
~1.1m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.1m questions answered from ~150 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
Renewables & Environment, Automotive, Construction, Oil & Energy, Utilities, Environmental Services, Building Materials, Civil Engineering, Machinery, Industrial Automation
Reported gender breakdown
Male
68%
Female
32%
Non-Binary
0.09%
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.
65% of Construction and Heavy Industry Europe employees are engaged
This is in the bottom 37% compared with the overall average.
The median eNPS score for organizations in this benchmark is 1 and is in the bottom 15% compared with the overall average.
How does Construction and Heavy Industry Europe compare?
People in Construction & Heavy Industry Europe were much more positive than average regarding Growth.
On the lower side, people in Construction & Heavy Industry Europe had much lower favorable scores than average in Equity, Action, and Feedback & Recognition.
People working in Construction & Heavy Industry Europe 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 Europe are less engaged than Education North America, Consulting & Staffing (200-500), Media & Marketing Oceania, and Entertainment & Recreation North America.
The highest scoring question for Construction & Heavy Industry Europe had 87% of people agreeing that they know how their work contributes to the goals of %[Company]% (-3% compared to overall) while they were generally most positive about Diversity.
People in Construction & Heavy Industry Europe 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 23% of people disagreeing (+6% 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 Europe organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I believe action will take place as a result of this survey | Action |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% compared to overall) while on a longer time frame, 12% 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
1%
3 months to 6 months
2%
6 months to less than 1 year
6%
1 to less than 2 years
14%
2 to less than 4 years
25%
4 to less than 6 years
11%
6 to less than 10 years
16%
Greater than 10 years
25%