East Asia > 5000 January 2026
~675k
Questions answered
over 12 months- /
~60
Organizations
These insights represent ~675k questions answered from ~60 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, Marketing & Advertising, Biotechnology, Electrical/Electronic Manufacturing, Higher Education, Information Technology & Services, Retail, Computer & Network Security, Food Production, Mining & Metals
Reported gender breakdown
Female
53%
Male
47%
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.
75% of East Asia > 5000 employees are engaged
This is in the top 39% compared with other regions.
The median eNPS score for organizations in this benchmark is 22 and is in the top 28% compared with other regions.
How does East Asia > 5000 compare?
People in East Asia > 5000 were much more positive than average regarding Action, Feedback & Recognition, and Engagement.
On the lower side, people in East Asia > 5000 had much lower favorable scores than average in Enablement.
People working in East Asia > 5000 are more engaged than Benelux, DACH, Central Europe, and Nordic.
The highest scoring question for East Asia > 5000 had 88% of people agreeing that they know what they need to do to be successful in their role (+2% compared to overall) while they were generally most positive about Management.
People in East Asia > 5000 were generally least favourable about Company Performance, 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 15% of people disagreeing (-8% 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 > 5000 organizations.
1 At %[Company]% we act on promising new or innovative ideas | Innovation |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 When it is clear that someone is not delivering in their role we do something about it | Accountability |
How long do people stay?
In the short term, 11% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-9% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% 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
22%
4 to less than 6 years
15%
6 to less than 10 years
17%
Greater than 10 years
26%