Eastern Europe July 2025
~0.9m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~0.9m questions answered from ~250 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, Information Technology & Services, Internet, Financial Services, Marketing & Advertising, Telecommunications, Computer Games, Hospitality, Management Consulting
Reported gender breakdown
Male
52%
Female
48%
Non-Binary
0.05%
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.
70% of Eastern Europe employees are engaged
This is in the bottom 45% 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 Collaboration & Communication, Voice, and Wellbeing Culture.
On the lower side, people in Eastern Europe had much lower favorable scores than average in Service & Quality Focus.
People working in Eastern Europe are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Eastern Europe are less engaged than Asia, South America, Latin America, and Central America.
The highest scoring question for Eastern Europe 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 Eastern Europe were generally least favourable about Action, 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 28% of people disagreeing (+5% above 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 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies | Alignment & Involvement |
How long do people stay?
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-1% 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
7%
1 to less than 2 years
14%
2 to less than 4 years
26%
4 to less than 6 years
15%
6 to less than 10 years
18%
Greater than 10 years
16%