Electrical/Electronic Manufacturing January 2026
~1.9m
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~1.9m questions answered from ~35 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
Electrical/Electronic Manufacturing
Most represented regions in this benchmark
Northern America
29%
Europe
23%
Asia
23%
Latin America
18%
Oceania
5%
Reported gender breakdown
Male
67%
Female
33%
Non-Binary
0.05%
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.
71% of Electrical/Electronic Manufacturing employees are engaged
This is in the top 47% compared with other industries.
The median eNPS score for organizations in this benchmark is 16 and is in the bottom 47% compared with other industries.
How does Electrical/Electronic Manufacturing compare?
On the lower side, people in Electrical/Electronic Manufacturing had much lower favorable scores than average in Action, Service & Quality Focus, and Social Connection.
People working in Electrical/Electronic Manufacturing are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Electrical/Electronic Manufacturing are less engaged than Health & Wellness, Consumer Goods, Computer & Network Security, and Civil Engineering.
The highest scoring question for Electrical/Electronic Manufacturing had 88% 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 Management.
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 23% of people disagreeing (+0% 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 Electrical/Electronic Manufacturing organizations.
1 %[Company]% is in a position to really succeed over the next three years | Company Performance |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
6%
1 to less than 2 years
11%
2 to less than 4 years
21%
4 to less than 6 years
11%
6 to less than 10 years
18%
Greater than 10 years
27%