Electrical/Electronic Manufacturing North America July 2025
~695k
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~695k questions answered from ~35 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
Reported gender breakdown
Male
71%
Female
29%
Non-Binary
0.04%
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.
75% of Electrical/Electronic Manufacturing North America employees are engaged
This is in the top 39% compared with the overall average.
The median eNPS score for organizations in this benchmark is 23 and is in the top 17% compared with the overall average.
How does Electrical/Electronic Manufacturing North America compare?
People in Electrical/Electronic Manufacturing North America were much more positive than average regarding Action, Feedback & Recognition, and Company Performance.
People working in Electrical/Electronic Manufacturing North America are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Electrical/Electronic Manufacturing North America are less engaged than India (500-1000), Manufacturing Mexico, South Asia (200-500), and Banking United States.
The highest scoring question for Electrical/Electronic Manufacturing North America had 93% of people agreeing that they know how their work contributes to the goals of %[Company]% (+4% compared to overall) while they were generally most positive about Work & Life Blend.
People in Electrical/Electronic Manufacturing North America 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 19% of people disagreeing (-4% 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 North America organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 I believe action will take place as a result of this survey | Action |
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
4%
6 months to less than 1 year
6%
1 to less than 2 years
16%
2 to less than 4 years
30%
4 to less than 6 years
11%
6 to less than 10 years
15%
Greater than 10 years
15%