Manufacturing United States January 2026
~2.5m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~2.5m questions answered from ~250 organizations, collected between January 2025 and December 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
Pharmaceuticals, Renewables & Environment, Medical Devices, Food Production, Electrical/Electronic Manufacturing, Building Materials, Chemicals, Industrial Automation, Consumer Goods, Machinery
Reported gender breakdown
Male
65%
Female
34%
Non-Binary
0.15%
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.
72% of Manufacturing United States employees are engaged
This is in the top 46% compared with the overall average.
The median eNPS score for organizations in this benchmark is 16 and is in the top 46% compared with the overall average.
How does Manufacturing United States compare?
People in Manufacturing United States were much more positive than average regarding Decision Making, Company And Leadership, and Your Manager.
On the lower side, people in Manufacturing United States had much lower favorable scores than average in Equity, Growth, and Teamwork & Ownership.
People working in Manufacturing United States are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Manufacturing United States are less engaged than Finance North America, Finance United States, Legal Services, and Investment Management (200-500).
The highest scoring question for Manufacturing United States had 91% 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 Management.
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 (+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 United States organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I have confidence in the leaders at %[Company]% | Leadership |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 18% 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
1%
3 months to 6 months
3%
6 months to less than 1 year
6%
1 to less than 2 years
15%
2 to less than 4 years
29%
4 to less than 6 years
12%
6 to less than 10 years
14%
Greater than 10 years
19%