Manufacturing > 5000 July 2026
~6m
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~6m questions answered from ~35 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, Defense & Space, Pharmaceuticals, Building Materials, Consumer Goods, Medical Devices, Chemicals, Furniture
Most represented regions in this benchmark
Europe
36%
Northern America
35%
Asia
17%
Latin America
9%
Oceania
2%
Reported gender breakdown
Male
65%
Female
35%
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.
69% of Manufacturing > 5000 employees are engaged
This is in the bottom 45% compared with other industries.
The median eNPS score for organizations in this benchmark is 13 and is in the bottom 33% compared with other industries.
How does Manufacturing > 5000 compare?
People in Manufacturing > 5000 were much more positive than average regarding Alignment & Involvement.
On the lower side, people in Manufacturing > 5000 had much lower favorable scores than average in Leadership, Learning & Development, and Work & Life Blend.
People working in Manufacturing > 5000 are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Manufacturing > 5000 are less engaged than Electrical/Electronic Manufacturing, Semiconductors & High Tech Manufacturing, Computer & Network Security, and Finance.
The highest scoring question for Manufacturing > 5000 had 88% of people agreeing that they know what they need to do to be successful in their role (+1% compared to overall) while they were generally most positive about Alignment & Involvement.
People in Manufacturing > 5000 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 18% of people disagreeing (+5% 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 > 5000 organizations.
1 The leaders at %[Company]% keep people informed about what is happening | Leadership |
2 At %[Company]% we act on promising new or innovative ideas | Innovation |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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
7%
1 to less than 2 years
11%
2 to less than 4 years
20%
4 to less than 6 years
13%
6 to less than 10 years
14%
Greater than 10 years
29%
Solutions
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