Construction & Heavy Industry Oceania July 2026
~2.5m
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~2.5m questions answered from ~200 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
Utilities, Construction, Civil Engineering, Machinery, Renewables & Environment, Mining & Metals, Environmental Services, Automotive, Building Materials, Oil & Energy
Reported gender breakdown
Male
71%
Female
29%
Non-Binary
0.06%
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.
68% of Construction and Heavy Industry Oceania employees are engaged
This is in the bottom 47% compared with the overall average.
The median eNPS score for organizations in this benchmark is 11 and is in the bottom 39% 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 Growth, Ownership, and Support Resources.
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 Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Construction & Heavy Industry Oceania are less engaged than Software Engineer North America, Nurse Oceania, Architecture & Planning, and Professional Services (1000-5000).
The highest scoring question for Construction & Heavy Industry Oceania had 86% of people agreeing that they are able to arrange time out from work when they need to (+0% 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 21% 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 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 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 20% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
7%
1 to less than 2 years
15%
2 to less than 4 years
27%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
22%
Solutions
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