Manufacturing North America July 2025
~3m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~3m questions answered from ~250 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, Renewables & Environment, Pharmaceuticals, Food Production, Medical Devices, Machinery, Building Materials, Chemicals, Computer Hardware
Reported gender breakdown
Male
64%
Female
36%
Non-Binary
0.22%
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 North America employees are engaged
This is in the top 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 16 and is in the top 42% compared with the overall average.
How does Manufacturing North America compare?
People in Manufacturing North America were much more positive than average regarding Decision Making, Growth, and Your Manager.
On the lower side, people in Manufacturing North America had much lower favorable scores than average in Overall Industries (Global) Wellbeing, Equity, and Wellbeing Culture.
People working in Manufacturing North America are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Manufacturing North America are less engaged than Manufacturing Canada, Retail (0-100), Renewables & Environment North America, and United Arab Emirates (1000-5000).
The highest scoring question for Manufacturing North America 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 Work & Life Blend.
People in Manufacturing North America were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 19% of people disagreeing (+2% 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 North America organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% 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
4%
6 months to less than 1 year
7%
1 to less than 2 years
16%
2 to less than 4 years
28%
4 to less than 6 years
12%
6 to less than 10 years
14%
Greater than 10 years
18%