Manufacturing United Kingdom July 2026
~770k
Questions answered
over 12 months- /
~90
Organizations
These insights represent ~770k questions answered from ~90 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
Pharmaceuticals, Electrical/Electronic Manufacturing, Machinery, Consumer Goods, Food Production, Medical Devices, Renewables & Environment, Defense & Space, Building Materials, Computer Networking
Reported gender breakdown
Male
69%
Female
31%
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.
67% of Manufacturing United Kingdom employees are engaged
This is in the bottom 36% compared with the overall average.
The median eNPS score for organizations in this benchmark is 7 and is in the bottom 28% compared with the overall average.
How does Manufacturing United Kingdom compare?
People in Manufacturing United Kingdom were much more positive than average regarding Growth.
On the lower side, people in Manufacturing United Kingdom had much lower favorable scores than average in Equity, Action, and Feedback & Recognition.
People working in Manufacturing United Kingdom are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Manufacturing United Kingdom are less engaged than Nonprofit Organization Management (100-200), Apparel & Fashion, Construction & Heavy Industry New Zealand, and Financial Services Middle East & Africa.
The highest scoring question for Manufacturing United Kingdom had 88% of people agreeing that they know how their work contributes to the goals of %[Company]% (-2% compared to overall) while they were generally most positive about Growth.
People in Manufacturing United Kingdom 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 23% of people disagreeing (+6% 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 United Kingdom organizations.
1 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 %[Company]% is in a position to really succeed over the next three years | Company Performance |
How long do people stay?
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
1%
3 months to 6 months
2%
6 months to less than 1 year
5%
1 to less than 2 years
13%
2 to less than 4 years
22%
4 to less than 6 years
13%
6 to less than 10 years
16%
Greater than 10 years
27%
Solutions
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