Construction & Heavy Industry United States July 2026
~1.9m
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~1.9m 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
Renewables & Environment, Construction, Machinery, Utilities, Environmental Services, Automotive, Building Materials, Civil Engineering, Mining & Metals, Oil & Energy
Reported gender breakdown
Male
70%
Female
30%
Non-Binary
0.07%
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.
75% of Construction and Heavy Industry United States employees are engaged
This is in the top 42% compared with the overall average.
The median eNPS score for organizations in this benchmark is 24 and is in the top 18% compared with the overall average.
How does Construction and Heavy Industry United States compare?
People in Construction & Heavy Industry United States were much more positive than average regarding Engagement, Social Connection, and Company And Leadership.
On the lower side, people in Construction & Heavy Industry United States had much lower favorable scores than average in Purpose.
People working in Construction & Heavy Industry United States 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 United States are less engaged than Software Engineer Asia, Central America, Southeast Asia (0-100), and India 1000+.
The highest scoring question for Construction & Heavy Industry United States had 90% of people agreeing that they know how their work contributes to the goals of %[Company]% (+1% compared to overall) while they were generally most positive about Diversity.
People in Construction & Heavy Industry United States 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 United States organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
How long do people stay?
In the short term, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% 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
3%
3 months to 6 months
4%
6 months to less than 1 year
7%
1 to less than 2 years
14%
2 to less than 4 years
24%
4 to less than 6 years
13%
6 to less than 10 years
14%
Greater than 10 years
20%
Solutions
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