Manufacturing United Kingdom July 2025
~0.8m
Questions answered
over 12 months- /
~75
Organizations
These insights represent ~0.8m 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, Building Materials, Renewables & Environment, Chemicals, Computer Hardware, Computer Networking, Printing, Machinery
Reported gender breakdown
Male
73%
Female
27%
Non-Binary
0.06%
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.
64% of Manufacturing United Kingdom employees are engaged
This is in the bottom 37% compared with the overall average.
The median eNPS score for organizations in this benchmark is 1 and is in the bottom 12% compared with the overall average.
How does Manufacturing United Kingdom compare?
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 Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Manufacturing United Kingdom are less engaged than United States 1000+, Healthcare Oceania, Non Profits (200-500), and Information Technology & Services (500-1000).
The highest scoring question for Manufacturing United Kingdom had 86% of people agreeing that they are able to arrange time out from work when they need to (-1% compared to overall) while they were generally most positive about Management.
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 26% of people disagreeing (+10% 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 %[Company]% really allows us to make a positive difference | Social Connection |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I believe action will take place as a result of this survey | Action |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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
0.59%
3 months to 6 months
1%
6 months to less than 1 year
4%
1 to less than 2 years
12%
2 to less than 4 years
20%
4 to less than 6 years
13%
6 to less than 10 years
18%
Greater than 10 years
31%