Manufacturing (1000-5000) July 2026
~3m
Questions answered
over 12 months- /
~75
Organizations
These insights represent ~3m questions answered from ~75 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Electrical/Electronic Manufacturing, Food Production, Pharmaceuticals, Building Materials, Machinery, Renewables & Environment, Consumer Goods, Defense & Space, Medical Devices, Chemicals
Most represented regions in this benchmark
Northern America
41%
Oceania
24%
Europe
22%
Asia
10%
Latin America
2%
Reported gender breakdown
Male
68%
Female
32%
Non-Binary
0.01%
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 Manufacturing (1000-5000) employees are engaged
This is in the bottom 40% compared with other industries.
The median eNPS score for organizations in this benchmark is 10 and is in the bottom 15% compared with other industries.
How does Manufacturing (1000-5000) compare?
People in Manufacturing (1000-5000) were much more positive than average regarding Growth.
On the lower side, people in Manufacturing (1000-5000) had much lower favorable scores than average in Action, Feedback & Recognition, and Leadership.
People working in Manufacturing (1000-5000) are more engaged than Local Councils AU & NZ. People working in Manufacturing (1000-5000) are less engaged than Oil & Energy, Hotels, Law Practice, and Automotive.
The highest scoring question for Manufacturing (1000-5000) had 87% of people agreeing that they know what they need to do to be successful in their role (+0% compared to overall) while they were generally most positive about Growth.
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 18% 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 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% 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
2%
3 months to 6 months
4%
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
12%
6 to less than 10 years
15%
Greater than 10 years
25%
Solutions
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