Manufacturing China July 2025
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Electrical/Electronic Manufacturing, Chemicals, Food Production, Pharmaceuticals, Computer Hardware, Computer Networking, Consumer Electronics, Defense & Space, Furniture, Luxury Goods & Jewelry
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0.01%
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.
88% of Manufacturing China employees are engaged
This is in the top 6% compared with the overall average.
The median eNPS score for organizations in this benchmark is 44 and is the highest scoring group compared with the overall average.
How does Manufacturing China compare?
People in Manufacturing China were much more positive than average regarding Voice, Action, and Company Performance.
People working in Manufacturing China are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+.
The highest scoring question for Manufacturing China had 96% of people agreeing that their manager keeps them informed about what is happening at %[Company]% (+15% compared to overall) while they were generally most positive about Management.
People in Manufacturing China were generally least favourable about Voice, and were most negative towards 'Workloads are divided fairly among people where I work' with 9% of people disagreeing (-7% below average).
How long do people stay?
In the short term, 4% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-16% compared to overall) while on a longer time frame, 2% of people see themselves leaving within two years (-8% 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
0.57%
3 months to 6 months
1%
6 months to less than 1 year
2%
1 to less than 2 years
7%
2 to less than 4 years
17%
4 to less than 6 years
18%
6 to less than 10 years
23%
Greater than 10 years
31%