Eastern Europe 1000+ July 2025
~700k
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~700k questions answered from ~150 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
Information Technology & Services, Computer Software, Financial Services, Internet, Electrical/Electronic Manufacturing, Management Consulting, Marketing & Advertising, Utilities
Reported gender breakdown
Female
51%
Male
49%
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.
68% of Eastern Europe 1000+ employees are engaged
This is in the bottom 43% compared with other regions.
The median eNPS score for organizations in this benchmark is 11 and is in the bottom 49% compared with other regions.
How does Eastern Europe 1000+ compare?
People in Eastern Europe 1000+ were much more positive than average regarding Decision Making, Voice, and Growth.
On the lower side, people in Eastern Europe 1000+ had much lower favorable scores than average in Overall Industries (Global) Wellbeing, Action, and Company And Leadership.
People working in Eastern Europe 1000+ are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Eastern Europe 1000+ are less engaged than Africa, East Asia, Southeast Asia, and Middle East & Africa.
The highest scoring question for Eastern Europe 1000+ had 87% of people agreeing that they are able to arrange time out from work when they need to (+0% compared to overall) while they were generally most positive about Diversity.
People in Eastern Europe 1000+ 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 31% of people disagreeing (+8% 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 1000+ organizations.
1 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
0.78%
3 months to 6 months
3%
6 months to less than 1 year
6%
1 to less than 2 years
13%
2 to less than 4 years
24%
4 to less than 6 years
16%
6 to less than 10 years
20%
Greater than 10 years
17%