DACH (200-500) July 2025
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
Computer Software, Internet, Information Technology & Services, Research, Automotive, Biotechnology, Electrical/Electronic Manufacturing, Executive Office, Financial Services, Logistics & Supply Chain
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0.22%
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.
59% of DACH (200-500) employees are engaged
This is in the bottom 20% compared with other regions.
The median eNPS score for organizations in this benchmark is -9 and is in the bottom 2% compared with other regions.
How does DACH (200-500) compare?
People in DACH (200-500) were much more positive than average regarding Growth.
On the lower side, people in DACH (200-500) had much lower favorable scores than average in Overall Industries (Global) Wellbeing, Equity, and Feedback & Recognition.
People working in DACH (200-500) are less engaged than Nordic, Western Europe, Europe, and Oceania.
The highest scoring question for DACH (200-500) had 89% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% compared to overall) while they were generally most positive about Growth.
People in DACH (200-500) were generally least favourable about Equity, and were most negative towards 'Generally, the right people are rewarded and recognized at %[Company]%' with 17% of people disagreeing (+5% above average).
How long do people stay?
In the short term, 26% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+6% compared to overall) while on a longer time frame, 15% of people see themselves leaving within two years (+5% 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
8%
1 to less than 2 years
16%
2 to less than 4 years
31%
4 to less than 6 years
14%
6 to less than 10 years
14%
Greater than 10 years
11%