Food & Beverage United States July 2026
~1m
Questions answered
over 12 months- /
~70
Organizations
These insights represent ~1m questions answered from ~70 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
Reported gender breakdown
Male
68%
Female
32%
Non-Binary
0.06%
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.
73% of Food and Beverage United States employees are engaged
This is in the bottom 47% compared with the overall average.
The median eNPS score for organizations in this benchmark is 20 and is in the top 29% compared with the overall average.
How does Food and Beverage United States compare?
People in Food & Beverage United States were much more positive than average regarding Company Performance, Inclusion, and Growth.
On the lower side, people in Food & Beverage United States had much lower favorable scores than average in Action, Feedback & Recognition, and Collaboration & Communication.
People working in Food & Beverage United States 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 United States are less engaged than South America 1000+, Finance Southeast Asia, Manufacturing Latin America, and South America (500-1000).
The highest scoring question for Food & Beverage United States had 89% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% compared to overall) while they were generally most positive about Growth.
People in Food & Beverage United States were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 16% 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 United States organizations.
1 %[Company]% really allows us to make a positive difference | Social Connection |
2 I know how my work contributes to the goals of %[Company]% | Alignment & Involvement |
3 Our physical workspace is enjoyable to work in | Enablement |
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, 7% of people see themselves leaving within two years (-3% 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
7%
1 to less than 2 years
12%
2 to less than 4 years
21%
4 to less than 6 years
13%
6 to less than 10 years
14%
Greater than 10 years
27%