Eastern Europe July 2026
~745k
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~745k questions answered from ~200 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Information Technology & Services, Computer Software, Financial Services, Internet, Electrical/Electronic Manufacturing, Leisure, Travel & Tourism, Marketing & Advertising, Gambling & Casinos, Machinery
Reported gender breakdown
Male
53%
Female
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.
71% of Eastern Europe employees are engaged
This is in the bottom 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 Eastern Europe compare?
People in Eastern Europe were much more positive than average regarding Feedback & Recognition, Energy, and Collaboration & Communication.
On the lower side, people in Eastern Europe had much lower favorable scores than average in Equity.
People working in Eastern Europe are more engaged than Benelux, Central Europe, DACH, and Nordic. People working in Eastern Europe are less engaged than Asia, Latin America, South America, and Central America.
The highest scoring question for Eastern Europe had 91% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Management.
People in Eastern Europe were generally least favourable about Equity, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 13% of people disagreeing (-1% 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 Eastern Europe organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 The leaders at %[Company]% keep people informed about what is happening | Leadership |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% 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
0.97%
3 months to 6 months
2%
6 months to less than 1 year
7%
1 to less than 2 years
14%
2 to less than 4 years
22%
4 to less than 6 years
19%
6 to less than 10 years
20%
Greater than 10 years
16%