Financial Services APAC July 2026
~1.7m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.7m questions answered from ~150 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Financial Services
Reported gender breakdown
Female
50%
Male
50%
Non-Binary
0.06%
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 APAC employees are engaged
This is in the top 34% compared with the overall average.
The median eNPS score for organizations in this benchmark is 22 and is in the top 23% compared with the overall average.
How does Financial Services APAC compare?
People in Financial Services APAC were much more positive than average regarding Action, Feedback & Recognition, and Voice.
On the lower side, people in Financial Services APAC had much lower favorable scores than average in Equity and Workplace Engagement.
People working in Financial Services APAC are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Financial Services APAC are less engaged than Construction & Heavy Industry East Asia, Finance Asia, Financial Services (100-200), and Professional Services South Asia.
The highest scoring question for Financial Services APAC had 93% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Financial Services 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 21% of people disagreeing (-2% 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 APAC organizations.
1 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 14% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-5% 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
5%
6 months to less than 1 year
10%
1 to less than 2 years
16%
2 to less than 4 years
26%
4 to less than 6 years
14%
6 to less than 10 years
13%
Greater than 10 years
14%
Solutions
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