Food & Beverage July 2026
~4.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~4.5m 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
Food & Beverages, Food Production, Restaurants, Wine & Spirits
Most represented regions in this benchmark
Northern America
39%
Europe
20%
MEA
17%
Oceania
13%
Asia
10%
Reported gender breakdown
Male
65%
Female
35%
Non-Binary
0.03%
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.
71% of Food and Beverage employees are engaged
This is in the top 46% compared with other industries.
The median eNPS score for organizations in this benchmark is 19 and is in the top 33% compared with other industries.
How does Food and Beverage compare?
People in Food & Beverage were much more positive than average regarding Growth, Ownership, and Transfer Of Expectations & Values.
On the lower side, people in Food & Beverage had much lower favorable scores than average in Equity, Overall Industries (Global) Wellbeing, and Collaboration & Communication.
People working in Food & Beverage are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Food & Beverage are less engaged than Investment Management, Investment Management, Venture Capital, & Private Equity, Health & Wellness, and Engaging Growth.
The highest scoring question for Food & Beverage had 88% 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 Diversity.
People in Food & Beverage were generally least favourable about Equity, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 16% of people disagreeing (+2% 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 Food and Beverage organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 %[Company]% really allows us to make a positive difference | Social Connection |
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, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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
4%
3 months to 6 months
5%
6 months to less than 1 year
8%
1 to less than 2 years
15%
2 to less than 4 years
20%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
22%