Manufacturing Asia July 2025
~695k
Questions answered
over 12 months- /
~75
Organizations
These insights represent ~695k questions answered from ~75 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, Consumer Goods, Pharmaceuticals, Chemicals, Machinery, Medical Devices, Computer Networking, Consumer Electronics, Food Production, Computer Hardware
Reported gender breakdown
Male
62%
Female
38%
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.
77% of Manufacturing Asia employees are engaged
This is in the top 34% compared with the overall average.
The median eNPS score for organizations in this benchmark is 23 and is in the top 17% compared with the overall average.
How does Manufacturing Asia compare?
People in Manufacturing Asia were much more positive than average regarding Decision Making, Action, and Feedback & Recognition.
On the lower side, people in Manufacturing Asia had much lower favorable scores than average in Equity.
People working in Manufacturing Asia are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Manufacturing Asia are less engaged than Tech: Manufacturing & Research East Asia, Ukraine, Real Estate United States, and Colombia 1000+.
The highest scoring question for Manufacturing Asia had 90% 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 Asia 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 21% of people disagreeing (-2% 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 Asia organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 My job performance is evaluated fairly | Feedback & Recognition |
3 I receive appropriate recognition for good work at %[Company]% | Feedback & Recognition |
How long do people stay?
In the short term, 13% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-7% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% 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
0.91%
3 months to 6 months
2%
6 months to less than 1 year
4%
1 to less than 2 years
12%
2 to less than 4 years
22%
4 to less than 6 years
14%
6 to less than 10 years
16%
Greater than 10 years
28%