Europe (200-500) July 2025
~2m
Questions answered
over 12 months- /
~400
Organizations
These insights represent ~2m questions answered from ~400 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, Internet, Financial Services, Telecommunications
Reported gender breakdown
Male
57%
Female
42%
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.
64% of Europe (200-500) employees are engaged
This is in the bottom 33% compared with other regions.
The median eNPS score for organizations in this benchmark is 5 and is in the bottom 34% compared with other regions.
How does Europe (200-500) compare?
People in Europe (200-500) were much more positive than average regarding Coaching.
On the lower side, people in Europe (200-500) had much lower favorable scores than average in Transparency, Work Pressure, and Action.
People working in Europe (200-500) are less engaged than Oceania, Eastern Europe, APAC, and North America.
The highest scoring question for Europe (200-500) 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 Contribution to Broader Purpose.
People in Europe (200-500) were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 17% of people disagreeing (+3% 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 (200-500) organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% compared to overall) while on a longer time frame, 13% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
10%
1 to less than 2 years
18%
2 to less than 4 years
30%
4 to less than 6 years
12%
6 to less than 10 years
12%
Greater than 10 years
11%