Europe (0-100) July 2025
~555k
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~555k questions answered from ~250 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
Computer Software, Information Technology & Services, Financial Services, Nonprofit Organization Management, Food & Beverages, Internet, Biotechnology, Marketing & Advertising, Information Services, Management Consulting
Reported gender breakdown
Male
57%
Female
43%
Non-Binary
0.13%
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.
70% of Europe (0-100) employees are engaged
This is in the bottom 46% compared with other regions.
The median eNPS score for organizations in this benchmark is 11 and is in the bottom 48% compared with other regions.
How does Europe (0-100) compare?
People in Europe (0-100) were much more positive than average regarding Collaboration & Communication, Leadership, and Growth.
On the lower side, people in Europe (0-100) had much lower favorable scores than average in Equity, Work Pressure, and Progress And Growth.
People working in Europe (0-100) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Europe (0-100) are less engaged than Asia, South America, Latin America, and Central America.
The highest scoring question for Europe (0-100) had 95% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+5% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Europe (0-100) were generally least favourable about Equity, 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 24% of people disagreeing (+1% 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 Europe (0-100) 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 At %[Company]% there is open and honest two-way communication | Collaboration & Communication |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+2% 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
12%
1 to less than 2 years
21%
2 to less than 4 years
28%
4 to less than 6 years
12%
6 to less than 10 years
10%
Greater than 10 years
8%