Consumer Goods January 2026
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Consumer Goods
Most represented regions in this benchmark
Northern America
25%
Europe
23%
Oceania
18%
MEA
17%
Asia
16%
Reported gender breakdown
Male
58%
Female
42%
Non-Binary
0.29%
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 Consumer Goods employees are engaged
This is in the top 39% compared with other industries.
The median eNPS score for organizations in this benchmark is 22 and is in the top 21% compared with other industries.
How does Consumer Goods compare?
People in Consumer Goods were much more positive than average regarding Action, Leadership, and Engagement.
People working in Consumer Goods are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Consumer Goods are less engaged than Engaging Growth.
The highest scoring question for Consumer Goods 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 Work & Life Blend.
People in Consumer Goods were generally least favourable about Feedback & Recognition, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 17% of people disagreeing (+0% above average).
How long do people stay?
In the short term, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-5% compared to overall) while on a longer time frame, 8% of people see themselves leaving within two years (-2% 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
5%
6 months to less than 1 year
8%
1 to less than 2 years
14%
2 to less than 4 years
24%
4 to less than 6 years
12%
6 to less than 10 years
10%
Greater than 10 years
25%