Logistics & Transport North America January 2026
~685k
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~685k questions answered from ~45 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
Logistics & Supply Chain, Transportation/Trucking/Railroad, Wholesale, Maritime, Package/Freight Delivery, Import & Export, Warehousing
Reported gender breakdown
Male
70%
Female
30%
Non-Binary
0.08%
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.
68% of Logistics and Transport North America employees are engaged
This is in the bottom 45% compared with the overall average.
The median eNPS score for organizations in this benchmark is 13 and is in the bottom 44% compared with the overall average.
How does Logistics and Transport North America compare?
People in Logistics & Transport North America were much more positive than average regarding Growth.
On the lower side, people in Logistics & Transport North America had much lower favorable scores than average in Action, Feedback & Recognition, and Leadership.
People working in Logistics & Transport North America are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Logistics & Transport North America are less engaged than Hong Kong 1000+, E Learning United States, Individual & Family Services (200-500), and Canada > 5000.
The highest scoring question for Logistics & Transport North America had 88% of people agreeing that they know what they need to do to be successful in their role (+2% compared to overall) while they were generally most positive about Growth.
People in Logistics & Transport North America 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 25% of people disagreeing (+2% 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 Logistics and Transport North America organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 %[Company]% is in a position to really succeed over the next three years | Company Performance |
3 Our physical workspace is enjoyable to work in | Enablement |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 8% 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
1%
3 months to 6 months
2%
6 months to less than 1 year
4%
1 to less than 2 years
12%
2 to less than 4 years
25%
4 to less than 6 years
10%
6 to less than 10 years
17%
Greater than 10 years
28%