Food & Beverage Oceania January 2026
~735k
Questions answered
over 12 months- /
~55
Organizations
These insights represent ~735k questions answered from ~55 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
58%
Female
42%
Non-Binary
0.33%
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 Oceania employees are engaged
This is in the top 49% compared with the overall average.
The median eNPS score for organizations in this benchmark is 13 and is in the bottom 45% compared with the overall average.
How does Food and Beverage Oceania compare?
People in Food & Beverage Oceania were much more positive than average regarding Company Performance.
On the lower side, people in Food & Beverage Oceania had much lower favorable scores than average in Equity, Collaboration & Communication, and Learning & Development.
People working in Food & Beverage Oceania are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Food & Beverage Oceania are less engaged than Biotechnology & Medical Devices, Finance, Hospitality North America, and Oceania (0-100).
The highest scoring question for Food & Beverage Oceania 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 Work & Life Blend.
People in Food & Beverage Oceania 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 (+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 Oceania 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, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% 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
23%