East Asia January 2026
~1.2m
Questions answered
over 12 months- /
~350
Organizations
These insights represent ~1.2m questions answered from ~350 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
Financial Services, Computer Software, Information Technology & Services, Internet, Marketing & Advertising, Apparel & Fashion, Computer & Network Security, Electrical/Electronic Manufacturing, Utilities, Biotechnology
Reported gender breakdown
Male
52%
Female
48%
Non-Binary
0.05%
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.
74% of East Asia employees are engaged
This is in the top 42% compared with other regions.
The median eNPS score for organizations in this benchmark is 18 and is in the top 33% compared with other regions.
How does East Asia compare?
People in East Asia were much more positive than average regarding Action, Decision Making, and Feedback & Recognition.
On the lower side, people in East Asia had much lower favorable scores than average in Equity, Overall Industries (Global) Wellbeing, and Support Resources.
People working in East Asia are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in East Asia are less engaged than South Asia.
The highest scoring question for East Asia had 91% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-1% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in East Asia were generally least favourable about Equity, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 17% of people disagreeing (-6% 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 East Asia organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 My job performance is evaluated fairly | Feedback & Recognition |
How long do people stay?
In the short term, 13% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-7% 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
2%
6 months to less than 1 year
6%
1 to less than 2 years
10%
2 to less than 4 years
23%
4 to less than 6 years
15%
6 to less than 10 years
17%
Greater than 10 years
25%