Middle East & Africa > 5000 July 2026
~1.9m
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~1.9m questions answered from ~45 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
Financial Services, Machinery, Food Production, Marketing & Advertising, Utilities, Computer & Network Security, Defense & Space, Hospital & Health Care, Retail, Restaurants
Reported gender breakdown
Male
67%
Female
33%
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 Middle East and Africa > 5000 employees are engaged
This is in the top 48% compared with other regions.
The median eNPS score for organizations in this benchmark is 24 and is in the top 23% compared with other regions.
How does Middle East and Africa > 5000 compare?
People in Middle East & Africa > 5000 were much more positive than average regarding Feedback & Recognition, Leadership, and Collaboration & Communication.
On the lower side, people in Middle East & Africa > 5000 had much lower favorable scores than average in Growth.
People working in Middle East & Africa > 5000 are more engaged than Benelux, Central Europe, DACH, and Nordic. People working in Middle East & Africa > 5000 are less engaged than Latin America, South America, Central America, and South Asia.
The highest scoring question for Middle East & Africa > 5000 had 91% of people agreeing that they know what they need to do to be successful in their role (+5% compared to overall) while they were generally most positive about Management.
People in Middle East & Africa > 5000 were generally least favourable about Action, 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 28% of people disagreeing (+5% 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 and Africa > 5000 organizations.
1 %[Company]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
2 My manager (or someone in management) has shown a genuine interest in my career aspirations | Learning & Development |
3 The information I need to do my job effectively is readily available | Remote Work Enablement and environment |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% 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
3%
3 months to 6 months
3%
6 months to less than 1 year
6%
1 to less than 2 years
17%
2 to less than 4 years
21%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
24%