Food & Beverage APAC January 2026
~750k
Questions answered
over 12 months- /
~65
Organizations
These insights represent ~750k questions answered from ~65 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
Food & Beverages, Food Production, Wine & Spirits, Restaurants
Reported gender breakdown
Male
57%
Female
42%
Non-Binary
0.35%
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 APAC employees are engaged
This is in the top 46% compared with the overall average.
The median eNPS score for organizations in this benchmark is 14 and is in the bottom 45% compared with the overall average.
How does Food and Beverage APAC compare?
People in Food & Beverage APAC were much more positive than average regarding Innovation, Company Performance, and Voice.
On the lower side, people in Food & Beverage APAC had much lower favorable scores than average in Equity, Learning & Development, and Teamwork & Ownership.
People working in Food & Beverage APAC are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Food & Beverage APAC are less engaged than United Arab Emirates (1000-5000), Professional Services (100-200), Asia (1000-5000), and Management Consulting Australia.
The highest scoring question for Food & Beverage APAC 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 Growth.
People in Food & Beverage APAC were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 21% 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 Food and Beverage APAC organizations.
1 I receive appropriate recognition for good work at %[Company]% | Feedback & Recognition |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
17%
2 to less than 4 years
23%
4 to less than 6 years
10%
6 to less than 10 years
13%
Greater than 10 years
22%