Education APAC July 2026
~1.1m
Questions answered
over 12 months- /
~70
Organizations
These insights represent ~1.1m questions answered from ~70 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
Higher Education, Education Management, Primary/Secondary Education, E-Learning
Reported gender breakdown
Female
64%
Male
36%
Non-Binary
0.19%
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 Education APAC employees are engaged
This is in the bottom 39% compared with the overall average.
The median eNPS score for organizations in this benchmark is 8 and is in the bottom 30% compared with the overall average.
How does Education APAC compare?
On the lower side, people in Education APAC had much lower favorable scores than average in Action, Equity, and Feedback & Recognition.
People working in Education APAC are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Education APAC are less engaged than Professional Services 1000+, Pharmaceuticals North America, Private Company, and Technology, Science, Research United States.
The highest scoring question for Education APAC had 88% 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 Education APAC 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 22% 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 Education APAC organizations.
1 I have access to the things I need to do my job well | Enablement (outcome) |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
3 I am happy with my current role relative to what was described to me | Alignment & Involvement |
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
3%
6 months to less than 1 year
6%
1 to less than 2 years
11%
2 to less than 4 years
23%
4 to less than 6 years
11%
6 to less than 10 years
17%
Greater than 10 years
26%