Government Oceania January 2026
~0.8m
Questions answered
over 12 months- /
~70
Organizations
These insights represent ~0.8m questions answered from ~70 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
Government Administration, International Trade & Development, Political Organization, Security & Investigations
Reported gender breakdown
Female
54%
Male
46%
Non-Binary
0.14%
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.
63% of Government Oceania employees are engaged
This is in the bottom 31% compared with the overall average.
The median eNPS score for organizations in this benchmark is 1 and is in the bottom 15% compared with the overall average.
How does Government Oceania compare?
On the lower side, people in Government Oceania had much lower favorable scores than average in Equity, Feedback & Recognition, and Action.
People working in Government Oceania are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Government Oceania are less engaged than Government (200-500), Telecommunications (200-500), New Zealand (100-200), and South Africa > 5000.
The highest scoring question for Government Oceania had 85% of people agreeing that they know what they need to do to be successful in their role (-1% compared to overall) while they were generally most positive about Management.
People in Government 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 28% of people disagreeing (+11% 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 Government Oceania organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 %[Company]% really allows us to make a positive difference | Social Connection |
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 (+5% 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
14%
2 to less than 4 years
24%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
25%