Financial Services Oceania July 2026
~1.2m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.2m 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
Male
50%
Female
49%
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.
73% of Financial Services Oceania employees are engaged
This is in the top 37% compared with the overall average.
The median eNPS score for organizations in this benchmark is 21 and is in the top 25% compared with the overall average.
How does Financial Services Oceania compare?
People in Financial Services Oceania were much more positive than average regarding Action, Service & Quality Focus, and Company And Leadership.
People working in Financial Services Oceania 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 Oceania are less engaged than Electrical/Electronic Manufacturing APAC, Computer Software (0-100), Investment Management (200-500), and Health & Wellness North America.
The highest scoring question for Financial Services Oceania had 91% 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 Growth.
People in Financial Services Oceania 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 23% 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 Oceania organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I believe action will take place as a result of this survey | Action |
3 %[Company]% is a great company for me to make a contribution to my development | 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 (-3% 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
5%
6 months to less than 1 year
9%
1 to less than 2 years
15%
2 to less than 4 years
24%
4 to less than 6 years
14%
6 to less than 10 years
14%
Greater than 10 years
16%
Solutions
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