Financial Services Asia January 2026
~530k
Questions answered
over 12 months- /
~75
Organizations
These insights represent ~530k questions answered from ~75 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
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.36%
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.
77% of Financial Services Asia employees are engaged
This is in the top 28% compared with the overall average.
The median eNPS score for organizations in this benchmark is 23 and is in the top 18% compared with the overall average.
How does Financial Services Asia compare?
People in Financial Services Asia were much more positive than average regarding Feedback & Recognition, Action, and Voice.
People working in Financial Services Asia are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Financial Services Asia are less engaged than Real Estate United States, Construction & Heavy Industry India, Manufacturing South America, and New Tech Mexico.
The highest scoring question for Financial Services Asia had 92% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Growth.
People in Financial Services Asia 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 12% of people disagreeing (-11% 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 Asia organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I know how my work contributes to the goals of %[Company]% | Goal Alignment |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
How long do people stay?
In the short term, 12% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-8% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% 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
5%
6 months to less than 1 year
11%
1 to less than 2 years
18%
2 to less than 4 years
34%
4 to less than 6 years
12%
6 to less than 10 years
12%
Greater than 10 years
7%