Engaging Growth January 2026
~7.5m
Questions answered
over 12 months- /
~700
Organizations
These insights represent ~7.5m questions answered from ~700 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
Computer Software, Financial Services, Information Technology & Services, Nonprofit Organization Management, Hospital & Health Care, Real Estate, Biotechnology, Computer & Network Security, Construction, Marketing & Advertising
Most represented regions in this benchmark
Northern America
56%
Europe
15%
Oceania
13%
Asia
9%
Latin America
6%
MEA
2%
Reported gender breakdown
Male
59%
Female
41%
Non-Binary
0.18%
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.
81% of Engaging Growth employees are engaged
This is in the top 22% compared with other industries.
The median eNPS score for organizations in this benchmark is 40 and is the highest scoring group compared with other industries.
How does Engaging Growth compare?
People in Engaging Growth were much more positive than average regarding Action, Decision Making, and Work Pressure.
On the lower side, people in Engaging Growth had much lower favorable scores than average in Recognition.
People working in Engaging Growth are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government.
The highest scoring question for Engaging Growth had 94% 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 Contribution to Broader Purpose.
People in Engaging Growth 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 11% of people disagreeing (-6% 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 Engaging Growth organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I have confidence in the leaders at %[Company]% | Leadership |
3 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
How long do people stay?
In the short term, 11% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-9% compared to overall) while on a longer time frame, 5% of people see themselves leaving within two years (-5% 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
4%
3 months to 6 months
7%
6 months to less than 1 year
12%
1 to less than 2 years
17%
2 to less than 4 years
24%
4 to less than 6 years
11%
6 to less than 10 years
12%
Greater than 10 years
14%