Manufacturing (500-1000) July 2026
~770k
Questions answered
over 12 months- /
~55
Organizations
These insights represent ~770k questions answered from ~55 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
Pharmaceuticals, Machinery, Renewables & Environment, Electrical/Electronic Manufacturing, Medical Devices, Building Materials, Consumer Goods, Food Production, Computer Networking
Most represented regions in this benchmark
Northern America
40%
Europe
37%
Oceania
11%
Asia
8%
Reported gender breakdown
Male
61%
Female
39%
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.
71% of Manufacturing (500-1000) employees are engaged
This is in the top 45% compared with other industries.
The median eNPS score for organizations in this benchmark is 10 and is in the bottom 18% compared with other industries.
How does Manufacturing (500-1000) compare?
On the lower side, people in Manufacturing (500-1000) had much lower favorable scores than average in Leadership, Learning & Development, and Social Connection.
People working in Manufacturing (500-1000) are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Manufacturing (500-1000) are less engaged than Investment Management, Investment Management, Venture Capital, & Private Equity, Health & Wellness, and Engaging Growth.
The highest scoring question for Manufacturing (500-1000) 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 Management.
People in Manufacturing (500-1000) 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 (500-1000) organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% 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
4%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
15%
2 to less than 4 years
22%
4 to less than 6 years
14%
6 to less than 10 years
13%
Greater than 10 years
16%
Solutions
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