Construction & Heavy Industry United States July 2025
~2m
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~2m questions answered from ~200 organizations, collected between July 2024 and June 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
Construction, Utilities, Renewables & Environment, Oil & Energy, Automotive, Mechanical or Industrial Engineering, Building Materials, Machinery, Environmental Services, Civil Engineering
Reported gender breakdown
Male
70%
Female
30%
Non-Binary
0.23%
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.
72% of Construction and Heavy Industry United States employees are engaged
This is in the top 47% compared with the overall average.
The median eNPS score for organizations in this benchmark is 19 and is in the top 29% compared with the overall average.
How does Construction and Heavy Industry United States compare?
On the lower side, people in Construction & Heavy Industry United States had much lower favorable scores than average in Action, Voice, and Teamwork & Ownership.
People working in Construction & Heavy Industry United States are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Construction & Heavy Industry United States are less engaged than South America 1000+, Latin America > 5000, Finance (100-200), and Finance (0-100).
The highest scoring question for Construction & Heavy Industry United States had 90% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Construction & Heavy Industry United States were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 14% of people disagreeing (+0% 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 I have confidence in the leaders at %[Company]% | Leadership |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
16%
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
18%