Manufacturing July 2025
~9.5m
Questions answered
over 12 months- /
~350
Organizations
These insights represent ~9.5m questions answered from ~350 organizations, collected between July 2024 and June 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
Renewables & Environment, Electrical/Electronic Manufacturing, Consumer Goods, Pharmaceuticals, Food Production, Building Materials, Medical Devices, Machinery, Chemicals, Computer Hardware
Most represented regions in this benchmark
Northern America
40%
Europe
32%
Asia
11%
Oceania
11%
Latin America
4%
MEA
3%
Reported gender breakdown
Male
66%
Female
34%
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.
71% of Manufacturing employees are engaged
This is in the top 44% compared with other industries.
The median eNPS score for organizations in this benchmark is 16 and is in the bottom 43% compared with other industries.
How does Manufacturing compare?
People in Manufacturing were much more positive than average regarding Social Connections and Coaching.
On the lower side, people in Manufacturing had much lower favorable scores than average in Decision Making, Wellbeing Culture, and Learning & Development.
People working in Manufacturing are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Manufacturing are less engaged than Investment Management, Legal Services, Banking, and Engaging Growth.
The highest scoring question for Manufacturing had 89% 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 Contribution to Broader Purpose.
People in Manufacturing were generally least favourable about Decision Making, and were most negative towards 'I am satisfied with how decisions are made at %[Company]%' with 19% 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 Manufacturing organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-1% 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
5%
6 months to less than 1 year
8%
1 to less than 2 years
14%
2 to less than 4 years
22%
4 to less than 6 years
12%
6 to less than 10 years
14%
Greater than 10 years
22%