Financial Services United Kingdom January 2026
~440k
Questions answered
over 12 months- /
~95
Organizations
These insights represent ~440k questions answered from ~95 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
60%
Female
40%
Non-Binary
0.13%
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.
66% of Financial Services United Kingdom employees are engaged
This is in the bottom 46% compared with the overall average.
The median eNPS score for organizations in this benchmark is 5 and is in the bottom 21% compared with the overall average.
How does Financial Services United Kingdom compare?
On the lower side, people in Financial Services United Kingdom had much lower favorable scores than average in Equity, Feedback & Recognition, and Company Performance.
People working in Financial Services United Kingdom are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Financial Services United Kingdom are less engaged than Food Production APAC, United States (500-1000), Computer Software (200-500), and Consulting & Staffing (1000-5000).
The highest scoring question for Financial Services United Kingdom had 89% 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 United Kingdom 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 27% of people disagreeing (+3% 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 United Kingdom organizations.
1 I am happy with my current role relative to what was described to me | Alignment & Involvement |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 %[Company]% really allows us to make a positive difference | Social Connection |
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+2% 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
3%
6 months to less than 1 year
8%
1 to less than 2 years
17%
2 to less than 4 years
30%
4 to less than 6 years
14%
6 to less than 10 years
15%
Greater than 10 years
12%