Hospitality Oceania January 2026
~140k
Questions answered
over 12 months- /
~30
Organizations
These insights represent ~140k questions answered from ~30 organizations, collected between January 2025 and December 2025.
To ensure accuracy and stability of Emerging benchmarks we may use statistical sampling methods. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Leisure, Travel & Tourism, Hospitality, Airlines/Aviation, Events Services
Reported gender breakdown
Female
51%
Male
49%
Non-Binary
0.07%
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 Hospitality 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 19 and is in the top 31% compared with the overall average.
How does Hospitality Oceania compare?
On the lower side, people in Hospitality Oceania had much lower favorable scores than average in Collaboration & Communication, Service & Quality Focus, and Learning & Development.
People working in Hospitality Oceania are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Hospitality Oceania are less engaged than Legal Australia, Computer & Network Security Europe, Hospitality United States, and Individual & Family Services Oceania.
The highest scoring question for Hospitality 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 Management.
People in Hospitality Oceania were generally least favourable about Action, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 22% of people disagreeing (-1% below average).
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, 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
3%
3 months to 6 months
4%
6 months to less than 1 year
10%
1 to less than 2 years
20%
2 to less than 4 years
29%
4 to less than 6 years
8%
6 to less than 10 years
13%
Greater than 10 years
13%