Education July 2026
~3m
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~3m 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
Education Management, E-Learning, Higher Education, Primary/Secondary Education
Most represented regions in this benchmark
Oceania
40%
Northern America
36%
Europe
18%
Asia
2%
MEA
2%
Reported gender breakdown
Female
64%
Male
36%
Non-Binary
0.17%
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 Education employees are engaged
This is in the bottom 45% compared with other industries.
The median eNPS score for organizations in this benchmark is 11 and is in the bottom 20% compared with other industries.
How does Education compare?
People in Education were much more positive than average regarding Support Resources, Ownership, and Vision.
On the lower side, people in Education had much lower favorable scores than average in Action, Equity, and Work Pressure.
People working in Education are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Education are less engaged than Computer Software, Accounting, Electrical/Electronic Manufacturing, and Semiconductors & High Tech Manufacturing.
The highest scoring question for Education had 92% 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 Education were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 20% of people disagreeing (+3% 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 Education organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 We have enough autonomy to perform our jobs effectively | Enablement |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 11% 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
3%
3 months to 6 months
4%
6 months to less than 1 year
7%
1 to less than 2 years
12%
2 to less than 4 years
23%
4 to less than 6 years
12%
6 to less than 10 years
16%
Greater than 10 years
24%