East Asia (500-1000) 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, Financial Services, Hospital & Health Care, International Affairs, Machinery, Marketing & Advertising
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0%
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 East Asia (500-1000) employees are engaged
This is in the top 36% compared with other regions.
The median eNPS score for organizations in this benchmark is 17 and is in the top 37% compared with other regions.
How does East Asia (500-1000) compare?
People in East Asia (500-1000) were much more positive than average regarding Feedback & Recognition, Collaboration & Communication, and Service & Quality Focus.
On the lower side, people in East Asia (500-1000) had much lower favorable scores than average in Social Connection and Enablement.
People working in East Asia (500-1000) are more engaged than Benelux, DACH, Central Europe, and Nordic.
The highest scoring question for East Asia (500-1000) had 88% of people agreeing that their manager genuinely cares about their wellbeing (+1% compared to overall) while they were generally most positive about Management.
People in East Asia (500-1000) were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 11% of people disagreeing (-2% below average).
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, 5% 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
2%
3 months to 6 months
3%
6 months to less than 1 year
5%
1 to less than 2 years
17%
2 to less than 4 years
31%
4 to less than 6 years
15%
6 to less than 10 years
18%
Greater than 10 years
9%