Electrical/Electronic Manufacturing July 2025
~2.5m
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~2.5m questions answered from ~45 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
Electrical/Electronic Manufacturing
Most represented regions in this benchmark
Europe
44%
Northern America
34%
Asia
8%
Latin America
7%
Oceania
4%
MEA
2%
Reported gender breakdown
Male
73%
Female
27%
Non-Binary
0.03%
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.
74% of Electrical/Electronic Manufacturing employees are engaged
This is in the top 40% compared with other industries.
The median eNPS score for organizations in this benchmark is 16 and is in the bottom 45% compared with other industries.
How does Electrical/Electronic Manufacturing compare?
People in Electrical/Electronic Manufacturing were much more positive than average regarding Feedback & Recognition, Engagement, and Inclusion.
On the lower side, people in Electrical/Electronic Manufacturing had much lower favorable scores than average in Social Connection and Enablement.
People working in Electrical/Electronic Manufacturing are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Electrical/Electronic Manufacturing are less engaged than Engaging Growth.
The highest scoring question for Electrical/Electronic Manufacturing had 90% of people agreeing that they know how their work contributes to the goals of %[Company]% (+1% compared to overall) while they were generally most positive about Work & Life Blend.
People in Electrical/Electronic Manufacturing 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 21% of people disagreeing (-2% below 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 Electrical/Electronic Manufacturing organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
9%
1 to less than 2 years
14%
2 to less than 4 years
21%
4 to less than 6 years
10%
6 to less than 10 years
16%
Greater than 10 years
22%