DACH > 5000 July 2026
~565k
Questions answered
over 12 months- /
~75
Organizations
These insights represent ~565k questions answered from ~75 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
Financial Services, Machinery, Food Production, Retail, Electrical/Electronic Manufacturing, Information Technology & Services, Insurance, Marketing & Advertising, Pharmaceuticals, Airlines/Aviation
Reported gender breakdown
Male
63%
Female
37%
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.
64% of DACH > 5000 employees are engaged
This is in the bottom 30% compared with other regions.
The median eNPS score for organizations in this benchmark is -2 and is in the bottom 14% compared with other regions.
How does DACH > 5000 compare?
People in DACH > 5000 were much more positive than average regarding Voice and Growth.
On the lower side, people in DACH > 5000 had much lower favorable scores than average in Equity, Action, and Feedback & Recognition.
People working in DACH > 5000 are less engaged than Oceania, APAC, Eastern Europe, and North America.
The highest scoring question for DACH > 5000 had 87% of people agreeing that they know how their work contributes to the goals of %[Company]% (-2% compared to overall) while they were generally most positive about Growth.
People in DACH > 5000 were generally least favourable about Equity, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 24% of people disagreeing (+11% 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 DACH > 5000 organizations.
1 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
2 I am able to arrange time out from work when I need to | Work & Life Blend |
3 I receive appropriate recognition for good work at %[Company]% | Feedback & Recognition |
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
0.75%
3 months to 6 months
2%
6 months to less than 1 year
5%
1 to less than 2 years
9%
2 to less than 4 years
24%
4 to less than 6 years
13%
6 to less than 10 years
12%
Greater than 10 years
35%