Financial Services (200-500) January 2026
~750k
Questions answered
over 12 months- /
~80
Organizations
These insights represent ~750k questions answered from ~80 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
Most represented regions in this benchmark
Oceania
31%
Northern America
29%
Europe
27%
MEA
7%
Asia
6%
Reported gender breakdown
Male
58%
Female
42%
Non-Binary
0.11%
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.
74% of Financial Services (200-500) employees are engaged
This is in the top 40% compared with other industries.
The median eNPS score for organizations in this benchmark is 20 and is in the top 27% compared with other industries.
How does Financial Services (200-500) compare?
People in Financial Services (200-500) were much more positive than average regarding Action, Feedback & Recognition, and Collaboration & Communication.
On the lower side, people in Financial Services (200-500) had much lower favorable scores than average in Equity and Diversity.
People working in Financial Services (200-500) are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Financial Services (200-500) are less engaged than Engaging Growth.
The highest scoring question for Financial Services (200-500) had 90% 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 Management.
People in Financial Services (200-500) were generally least favourable about Equity, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at %[Company]%' with 20% of people disagreeing (+0% 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 Financial Services (200-500) organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I am happy with my current role relative to what was described to me | Alignment & Involvement |
3 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
How long do people stay?
In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% 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
6%
6 months to less than 1 year
10%
1 to less than 2 years
18%
2 to less than 4 years
29%
4 to less than 6 years
11%
6 to less than 10 years
12%
Greater than 10 years
10%