Manufacturing (1000-5000) July 2025
~3.5m
Questions answered
over 12 months- /
~50
Organizations
These insights represent ~3.5m questions answered from ~50 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
Consumer Goods, Electrical/Electronic Manufacturing, Food Production, Pharmaceuticals, Building Materials, Computer Hardware, Renewables & Environment, Chemicals, Machinery, Medical Devices
Most represented regions in this benchmark
Northern America
37%
Europe
31%
Asia
15%
Oceania
9%
MEA
4%
Latin America
3%
Reported gender breakdown
Male
67%
Female
33%
Non-Binary
0.04%
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 Manufacturing (1000-5000) employees are engaged
This is in the bottom 48% 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 Service & Quality Focus, Leadership, and Voice.
People working in Manufacturing (1000-5000) are more engaged than Government Administration, Higher Education, and Government. People working in Manufacturing (1000-5000) are less engaged than Architecture & Planning, Renewables & Environment, Finance, and Legal.
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 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 Manufacturing (1000-5000) organizations.
1 I am happy with my current role relative to what was described to me | Alignment & Involvement |
2 %[Company]% really allows us to make a positive difference | Social Connection |
3 %[Company]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
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, 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
3%
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
22%
4 to less than 6 years
10%
6 to less than 10 years
15%
Greater than 10 years
25%