East Asia > 5000 July 2026
~535k
Questions answered
over 12 months- /
~55
Organizations
These insights represent ~535k questions answered from ~55 organizations, collected between July 2025 and June 2026.
To ensure accuracy and stability of Emerging benchmarks we may use statistical sampling methods. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Financial Services, Electrical/Electronic Manufacturing, Machinery, Higher Education, Biotechnology, Computer & Network Security, Consumer Goods, Food Production, Information Technology & Services
Reported gender breakdown
Male
50%
Female
50%
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.
76% of East Asia > 5000 employees are engaged
This is in the top 40% compared with other regions.
The median eNPS score for organizations in this benchmark is 20 and is in the top 30% 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 Voice.
People working in East Asia > 5000 are more engaged than Benelux, Central Europe, DACH, and Nordic.
The highest scoring question for East Asia > 5000 had 88% of people agreeing that they know how their work contributes to the goals of %[Company]% (-1% 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 16% of people disagreeing (-7% below average).
How long do people stay?
In the short term, 13% 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
2%
6 months to less than 1 year
4%
1 to less than 2 years
9%
2 to less than 4 years
18%
4 to less than 6 years
15%
6 to less than 10 years
17%
Greater than 10 years
33%