East Asia 1000+ July 2025
~1.1m
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~1.1m questions answered from ~200 organizations, collected between July 2024 and June 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
Computer Software, Financial Services, Internet, Information Technology & Services, Marketing & Advertising, Electrical/Electronic Manufacturing, Executive Office, Higher Education, Public Relations & Communications, Utilities
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.07%
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.
72% of East Asia 1000+ employees are engaged
This is in the top 50% 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 1000+ compare?
People in East Asia 1000+ were much more positive than average regarding Decision Making, Action, and Feedback & Recognition.
On the lower side, people in East Asia 1000+ had much lower favorable scores than average in Support Resources, Growth, and Flexibility.
People working in East Asia 1000+ are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in East Asia 1000+ are less engaged than South America, Latin America, Central America, and South Asia.
The highest scoring question for East Asia 1000+ had 90% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in East Asia 1000+ 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 20% of people disagreeing (-3% 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 1000+ organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 At %[Company]% we act on promising new or innovative ideas | Innovation |
3 Generally, the right people are rewarded and recognized at %[Company]% | Feedback & Recognition |
How long do people stay?
In the short term, 14% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-6% 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
1%
3 months to 6 months
3%
6 months to less than 1 year
6%
1 to less than 2 years
13%
2 to less than 4 years
25%
4 to less than 6 years
15%
6 to less than 10 years
16%
Greater than 10 years
21%