Enterprise July 2026
~20m
Questions answered
over 12 months- /
~80
Organizations
These insights represent ~20m questions answered from ~80 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
Retail, Financial Services, Machinery, Food Production, Hospital & Health Care, Insurance, Electrical/Electronic Manufacturing, Higher Education, Mining & Metals, Nonprofit Organization Management
Most represented regions in this benchmark
Northern America
29%
Oceania
27%
Europe
18%
Asia
12%
MEA
9%
Latin America
6%
Reported gender breakdown
Male
56%
Female
44%
Non-Binary
0.02%
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.
69% of Enterprise employees are engaged
This is in the bottom 47% compared with other industries.
The median eNPS score for organizations in this benchmark is 14 and is in the bottom 36% compared with other industries.
How does Enterprise compare?
People in Enterprise were much more positive than average regarding Growth.
On the lower side, people in Enterprise had much lower favorable scores than average in Equity, Leadership, and Learning & Development.
People working in Enterprise are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Enterprise are less engaged than Financial Services, Biotechnology & Medical Devices, Legal, and Tech: Manufacturing & Research.
The highest scoring question for Enterprise had 88% of people agreeing that they know what they need to do to be successful in their role (+1% compared to overall) while they were generally most positive about Growth.
People in Enterprise were generally least favourable about Equity, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 18% of people disagreeing (+4% 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 Enterprise organizations.
1 At %[Company]% we act on promising new or innovative ideas | Innovation |
2 I have access to the things I need to do my job well | Enablement (outcome) |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% compared to overall) while on a longer time frame, 9% 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
4%
6 months to less than 1 year
8%
1 to less than 2 years
14%
2 to less than 4 years
22%
4 to less than 6 years
13%
6 to less than 10 years
13%
Greater than 10 years
23%