Financial Services (500-1000) January 2026
~0.9m
Questions answered
over 12 months- /
~55
Organizations
These insights represent ~0.9m questions answered from ~55 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
Northern America
37%
Oceania
37%
Europe
20%
Asia
4%
Reported gender breakdown
Male
56%
Female
44%
Non-Binary
0.05%
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 29% 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, Voice, and Inclusion.
On the lower side, people in Financial Services (500-1000) had much lower favorable scores than average in Company Performance.
People working in Financial Services (500-1000) are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Financial Services (500-1000) are less engaged than Legal Services, Venture Capital & Private Equity, 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]% (+0% 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 have seen positive changes taking place based on recent employee survey results' with 12% 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 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 Most of the systems and processes here support us getting our work done effectively | Remote Work Enablement and environment |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% 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
3%
3 months to 6 months
6%
6 months to less than 1 year
10%
1 to less than 2 years
17%
2 to less than 4 years
26%
4 to less than 6 years
13%
6 to less than 10 years
13%
Greater than 10 years
11%