Finance APAC January 2026
~3.5m
Questions answered
over 12 months- /
~300
Organizations
These insights represent ~3.5m questions answered from ~300 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
Financial Services, Insurance, Real Estate, Investment Management, Banking, Venture Capital & Private Equity, Commercial Real Estate
Reported gender breakdown
Female
52%
Male
48%
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.
72% of Finance APAC employees are engaged
This is in the top 39% compared with the overall average.
The median eNPS score for organizations in this benchmark is 18 and is in the top 32% compared with the overall average.
How does Finance APAC compare?
People in Finance APAC were much more positive than average regarding Decision Making, Action, and Managing Energy.
On the lower side, people in Finance APAC had much lower favorable scores than average in Work Relationships.
People working in Finance APAC are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Finance APAC are less engaged than Finance North America, Finance United States, Legal Services, and Investment Management (200-500).
The highest scoring question for Finance APAC had 90% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Finance APAC 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 22% of people disagreeing (-1% 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 Finance APAC organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
8%
1 to less than 2 years
15%
2 to less than 4 years
27%
4 to less than 6 years
11%
6 to less than 10 years
14%
Greater than 10 years
19%