Germany July 2026
~1.3m
Questions answered
over 12 months- /
~400
Organizations
These insights represent ~1.3m questions answered from ~400 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
Computer Software, Information Technology & Services, Internet, Financial Services, Marketing & Advertising, Electrical/Electronic Manufacturing, Machinery, Pharmaceuticals, Computer & Network Security
Reported gender breakdown
Male
63%
Female
37%
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.
62% of Germany employees are engaged
This is in the bottom 30% compared with other regions.
The median eNPS score for organizations in this benchmark is -6 and is in the bottom 7% compared with other countries.
How does Germany compare?
People in Germany were much more positive than average regarding Role Experience, Purpose, and Readiness.
On the lower side, people in Germany had much lower favorable scores than average in Decision Making, Performance Confidence, and Equity.
People working in Germany are less engaged than Switzerland, Ireland, Spain, and Argentina.
The highest scoring question for Germany had 88% of people agreeing that they are comfortable sharing their personal background and experiences at %[Company]% (+10% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Germany were generally least favourable about Decision Making, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 21% of people disagreeing (+8% 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 Germany organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
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, 25% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+6% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+2% 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
23%
4 to less than 6 years
15%
6 to less than 10 years
13%
Greater than 10 years
26%