Construction Oceania July 2026
~755k
Questions answered
over 12 months- /
~65
Organizations
These insights represent ~755k questions answered from ~65 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
Construction, Civil Engineering, Building Materials
Reported gender breakdown
Male
74%
Female
26%
Non-Binary
0.01%
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.
71% of Construction Oceania employees are engaged
This is in the top 49% compared with the overall average.
The median eNPS score for organizations in this benchmark is 17 and is in the top 43% 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, Social Connection, and Learning & Development.
People working in Construction 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 Oceania are less engaged than Construction & Heavy Industry (0-100), Manufacturing Middle East & Africa, Consulting & Staffing (0-100), and Electrical/Electronic Manufacturing North America.
The highest scoring question for Construction Oceania had 87% of people agreeing that they know what they need to do to be successful in their role (+0% 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 13% of people disagreeing (-1% below 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 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I have confidence in the leaders at %[Company]% | Leadership |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 17% 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
1%
3 months to 6 months
4%
6 months to less than 1 year
8%
1 to less than 2 years
14%
2 to less than 4 years
26%
4 to less than 6 years
12%
6 to less than 10 years
15%
Greater than 10 years
21%
Solutions
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