Manufacturing United States July 2026
~3m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~3m questions answered from ~250 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
Electrical/Electronic Manufacturing, Medical Devices, Pharmaceuticals, Renewables & Environment, Food Production, Machinery, Consumer Goods, Building Materials, Defense & Space, Chemicals
Reported gender breakdown
Male
66%
Female
34%
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.
73% of Manufacturing United States employees are engaged
This is in the top 44% compared with the overall average.
The median eNPS score for organizations in this benchmark is 20 and is in the top 27% compared with the overall average.
How does Manufacturing United States compare?
People in Manufacturing United States were much more positive than average regarding Work Pressure, Company And Leadership, and Transfer Of Expectations & Values.
On the lower side, people in Manufacturing United States had much lower favorable scores than average in Equity, Management, and Work Relationships.
People working in Manufacturing United States 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 States are less engaged than Financial Services East Asia, Latin America, Hospitality Asia, and United Arab Emirates.
The highest scoring question for Manufacturing United States had 96% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+3% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Manufacturing United States 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 20% of people disagreeing (+3% 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 States organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
How long do people stay?
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
8%
1 to less than 2 years
14%
2 to less than 4 years
23%
4 to less than 6 years
15%
6 to less than 10 years
14%
Greater than 10 years
21%
Solutions
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