Manufacturing (200-500) July 2026
~0.9m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~0.9m questions answered from ~150 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
Food Production, Electrical/Electronic Manufacturing, Machinery, Medical Devices, Renewables & Environment, Pharmaceuticals, Consumer Goods, Building Materials, Defense & Space, Chemicals
Most represented regions in this benchmark
Northern America
44%
Oceania
25%
Europe
25%
Asia
5%
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0.11%
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.
72% of Manufacturing (200-500) employees are engaged
This is in the top 43% compared with other industries.
The median eNPS score for organizations in this benchmark is 21 and is in the top 27% compared with other industries.
How does Manufacturing (200-500) compare?
People in Manufacturing (200-500) were much more positive than average regarding Growth, Ownership, and Coaching.
On the lower side, people in Manufacturing (200-500) had much lower favorable scores than average in Equity, Collaboration & Communication, and Learning & Development.
People working in Manufacturing (200-500) are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Manufacturing (200-500) are less engaged than Health & Wellness and Engaging Growth.
The highest scoring question for Manufacturing (200-500) had 90% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% compared to overall) while they were generally most positive about Growth.
People in Manufacturing (200-500) were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 20% of people disagreeing (+3% 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 (200-500) 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 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
How long do people stay?
In the short term, 18% 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
6%
6 months to less than 1 year
10%
1 to less than 2 years
17%
2 to less than 4 years
25%
4 to less than 6 years
13%
6 to less than 10 years
13%
Greater than 10 years
13%
Solutions
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