Eastern Europe (200-500) July 2025
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Internet, Financial Services, Telecommunications, Computer & Network Security, Food & Beverages, Hospital & Health Care, Information Technology & Services, Marketing & Advertising, Music
Reported gender breakdown
Male
68%
Female
32%
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.
73% of Eastern Europe (200-500) employees are engaged
This is in the top 46% compared with other regions.
The median eNPS score for organizations in this benchmark is 26 and is in the top 17% compared with other regions.
How does Eastern Europe (200-500) compare?
People in Eastern Europe (200-500) were much more positive than average regarding Feedback & Recognition, Company Performance, and Leadership.
People working in Eastern Europe (200-500) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Eastern Europe (200-500) are less engaged than Central America and South Asia.
The highest scoring question for Eastern Europe (200-500) had 93% of people agreeing that their manager genuinely cares about their wellbeing (+6% compared to overall) while they were generally most positive about Management.
People in Eastern Europe (200-500) were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 15% of people disagreeing (+1% above average).
How long do people stay?
In the short term, 13% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-7% 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
2%
3 months to 6 months
3%
6 months to less than 1 year
8%
1 to less than 2 years
18%
2 to less than 4 years
26%
4 to less than 6 years
15%
6 to less than 10 years
12%
Greater than 10 years
16%