Eastern Europe 1000+ January 2026
~555k
Questions answered
over 12 months- /
~95
Organizations
These insights represent ~555k questions answered from ~95 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
Information Technology & Services, Financial Services, Computer Software, Gambling & Casinos, Internet, Marketing & Advertising, Computer Games, Electrical/Electronic Manufacturing, Leisure, Travel & Tourism, Pharmaceuticals
Reported gender breakdown
Female
51%
Male
49%
Non-Binary
0.08%
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.
69% 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 48% compared with other regions.
How does Eastern Europe 1000+ compare?
People in Eastern Europe 1000+ were much more positive than average regarding Collaboration & Communication, Voice, and Teamwork & Ownership.
On the lower side, people in Eastern Europe 1000+ had much lower favorable scores than average in Action, Equity, 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 East Asia, Southeast Asia, Asia, and Latin America.
The highest scoring question for Eastern Europe 1000+ had 89% 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 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 29% of people disagreeing (+6% 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]% is a great company for me to make a contribution to my development | Learning & Development |
2 At %[Company]% we act on promising new or innovative ideas | Innovation |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
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, 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
0.72%
3 months to 6 months
1%
6 months to less than 1 year
5%
1 to less than 2 years
13%
2 to less than 4 years
24%
4 to less than 6 years
18%
6 to less than 10 years
22%
Greater than 10 years
17%