Financial Services (500-1000) July 2025
~0.9m
Questions answered
over 12 months- /
~50
Organizations
These insights represent ~0.9m questions answered from ~50 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
Financial Services
Most represented regions in this benchmark
Northern America
39%
Oceania
36%
Europe
18%
Asia
4%
Latin America
3%
Reported gender breakdown
Male
55%
Female
45%
Non-Binary
0.07%
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 Financial Services (500-1000) employees are engaged
This is in the top 43% 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 (500-1000) compare?
People in Financial Services (500-1000) were much more positive than average regarding Action, Feedback & Recognition, and Service & Quality Focus.
People working in Financial Services (500-1000) are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Financial Services (500-1000) are less engaged than Banking and Engaging Growth.
The highest scoring question for Financial Services (500-1000) 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 (500-1000) were generally least favourable about Action, 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 Financial Services (500-1000) organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
3 I am happy with my current role relative to what was described to me | Alignment & Involvement |
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, 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
11%
1 to less than 2 years
17%
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
10%