Construction & Heavy Industry Oceania January 2026
~4.5m
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~4.5m questions answered from ~200 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, Renewables & Environment, Automotive, Mining & Metals, Civil Engineering, Environmental Services, Oil & Energy, Building Materials, Machinery
Reported gender breakdown
Male
71%
Female
28%
Non-Binary
0.29%
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 Oceania employees are engaged
This is in the bottom 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 13 and is in the bottom 44% compared with the overall average.
How does Construction and Heavy Industry Oceania compare?
People in Construction & Heavy Industry Oceania were much more positive than average regarding Support Resources and Transfer Of Expectations & Values.
On the lower side, people in Construction & Heavy Industry Oceania had much lower favorable scores than average in Action, Equity, and Feedback & Recognition.
People working in Construction & Heavy Industry Oceania 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 Oceania are less engaged than Legal Australia, Computer & Network Security Europe, Hospitality United States, and Individual & Family Services Oceania.
The highest scoring question for Construction & Heavy Industry Oceania 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 Management.
People in Construction & Heavy Industry Oceania 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 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 Oceania organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 20% 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
1%
3 months to 6 months
3%
6 months to less than 1 year
6%
1 to less than 2 years
18%
2 to less than 4 years
26%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
23%