Manufacturing (1000-5000) January 2026
~4m
Questions answered
over 12 months- /
~65
Organizations
These insights represent ~4m questions answered from ~65 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
Electrical/Electronic Manufacturing, Pharmaceuticals, Food Production, Chemicals, Building Materials, Consumer Goods, Medical Devices, Renewables & Environment, Defense & Space, Consumer Electronics
Most represented regions in this benchmark
Northern America
35%
Oceania
24%
Europe
19%
Asia
15%
MEA
5%
Reported gender breakdown
Male
65%
Female
35%
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.
66% of Manufacturing (1000-5000) employees are engaged
This is in the bottom 35% compared with other industries.
The median eNPS score for organizations in this benchmark is 8 and is in the bottom 11% compared with other industries.
How does Manufacturing (1000-5000) compare?
On the lower side, people in Manufacturing (1000-5000) had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
People working in Manufacturing (1000-5000) are more engaged than Public Relations & Communications. People working in Manufacturing (1000-5000) are less engaged than Retail, E Learning, Electrical/Electronic Manufacturing, and Maritime.
The highest scoring question for Manufacturing (1000-5000) had 87% of people agreeing that they know how their work contributes to the goals of %[Company]% (-2% compared to overall) while they were generally most positive about Management.
People in Manufacturing (1000-5000) were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 17% of people disagreeing (+4% 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 (1000-5000) organizations.
1 The products and services %[Company]% provides are as good as, or better than, our main competitors | Company Performance |
2 Generally, the right people are rewarded and recognized at %[Company]% | Feedback & Recognition |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 21% 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
2%
3 months to 6 months
5%
6 months to less than 1 year
7%
1 to less than 2 years
13%
2 to less than 4 years
21%
4 to less than 6 years
11%
6 to less than 10 years
15%
Greater than 10 years
26%