Food & Beverage APAC July 2026
~750k
Questions answered
over 12 months- /
~60
Organizations
These insights represent ~750k questions answered from ~60 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 Production, Food & Beverages, Wine & Spirits, Restaurants
Reported gender breakdown
Male
58%
Female
42%
Non-Binary
0.02%
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.
69% of Food and Beverage APAC employees are engaged
This is in the top 49% compared with the overall average.
The median eNPS score for organizations in this benchmark is 12 and is in the bottom 41% compared with the overall average.
How does Food and Beverage APAC compare?
People in Food & Beverage APAC were much more positive than average regarding Inclusion and Growth.
On the lower side, people in Food & Beverage APAC had much lower favorable scores than average in Feedback & Recognition, Collaboration & Communication, and Learning & Development.
People working in Food & Beverage APAC are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Food & Beverage APAC are less engaged than Investment Management Oceania, Technology, Science, Research (100-200), E Learning North America, and Construction (500-1000).
The highest scoring question for Food & Beverage APAC had 89% of people agreeing that they know what they need to do to be successful in their role (+2% compared to overall) while they were generally most positive about Growth.
People in Food & Beverage APAC were generally least favourable about Feedback & Recognition, 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 (+4% 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 have confidence in the leaders at %[Company]% | Leadership |
2 At %[Company]% we act on promising new or innovative ideas | Innovation |
3 We are encouraged to be innovative even though some of our initiatives may not succeed | Innovation |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% 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
4%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
15%
2 to less than 4 years
23%
4 to less than 6 years
14%
6 to less than 10 years
13%
Greater than 10 years
17%