Manufacturing APAC July 2025
~1.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.5m questions answered from ~150 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
Electrical/Electronic Manufacturing, Food Production, Renewables & Environment, Consumer Goods, Pharmaceuticals, Machinery, Building Materials, Medical Devices, Chemicals, Consumer Electronics
Reported gender breakdown
Male
63%
Female
36%
Non-Binary
0.05%
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 APAC employees are engaged
This is in the top 43% compared with the overall average.
The median eNPS score for organizations in this benchmark is 16 and is in the top 41% compared with the overall average.
How does Manufacturing APAC compare?
People in Manufacturing APAC were much more positive than average regarding Action, Decision Making, and Company Performance.
On the lower side, people in Manufacturing APAC had much lower favorable scores than average in Equity and Your Manager.
People working in Manufacturing APAC are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Manufacturing APAC are less engaged than Philippines (1000-5000), Renewables & Environment United States, South America > 5000, and Professional Services Asia.
The highest scoring question for Manufacturing APAC had 88% 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 APAC were generally least favourable about Equity, 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 22% of people disagreeing (-1% below 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 APAC organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | 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, 17% 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
2%
3 months to 6 months
3%
6 months to less than 1 year
6%
1 to less than 2 years
15%
2 to less than 4 years
23%
4 to less than 6 years
12%
6 to less than 10 years
15%
Greater than 10 years
24%