Middle East 1000+ July 2025
~1.2m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.2m questions answered from ~150 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
Computer Software, Information Technology & Services, Financial Services, Marketing & Advertising, Utilities, Computer & Network Security, Electrical/Electronic Manufacturing, Hospital & Health Care, Internet, Nonprofit Organization Management
Reported gender breakdown
Male
66%
Female
34%
Non-Binary
0.03%
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 Middle East 1000+ employees are engaged
This is in the bottom 47% compared with other regions.
The median eNPS score for organizations in this benchmark is 21 and is in the top 28% compared with other regions.
How does Middle East 1000+ compare?
People in Middle East 1000+ were much more positive than average regarding Decision Making, Collaboration & Communication, and Service & Quality Focus.
On the lower side, people in Middle East 1000+ had much lower favorable scores than average in Equity, Overall Industries (Global) Wellbeing, and Wellbeing Culture.
People working in Middle East 1000+ are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Middle East 1000+ are less engaged than Asia, South America, Latin America, and Central America.
The highest scoring question for Middle East 1000+ had 92% of people agreeing that they know how their work contributes to the goals of %[Company]% (+3% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Middle East 1000+ were generally least favourable about Equity, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 29% 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 Middle East 1000+ organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 %[Company]% is in a position to really succeed over the next three years | Company Performance |
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
8%
1 to less than 2 years
17%
2 to less than 4 years
26%
4 to less than 6 years
9%
6 to less than 10 years
12%
Greater than 10 years
21%