Construction Oceania January 2026
~0.9m
Questions answered
over 12 months- /
~60
Organizations
These insights represent ~0.9m questions answered from ~60 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
Construction, Civil Engineering, Building Materials
Reported gender breakdown
Male
71%
Female
29%
Non-Binary
0.02%
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.
70% of Construction Oceania employees are engaged
This is in the bottom 49% compared with the overall average.
The median eNPS score for organizations in this benchmark is 17 and is in the top 39% compared with the overall average.
How does Construction Oceania compare?
People in Construction Oceania were much more positive than average regarding Inclusion.
On the lower side, people in Construction Oceania had much lower favorable scores than average in Action, Feedback & Recognition, and Innovation.
People working in Construction Oceania are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Construction Oceania are less engaged than United States (100-200), Construction & Heavy Industry North America, Manufacturing (0-100), and New Tech APAC.
The highest scoring question for Construction Oceania had 88% of people agreeing that they know what they need to do to be successful in their role (+1% compared to overall) while they were generally most positive about Inclusion.
People in Construction Oceania 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 Oceania organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
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, 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
5%
1 to less than 2 years
14%
2 to less than 4 years
26%
4 to less than 6 years
11%
6 to less than 10 years
15%
Greater than 10 years
25%