Netherlands (500-1000) January 2026
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Information Technology & Services, Internet, Real Estate, Financial Services, Human Resources, Telecommunications, Entertainment, Design, Biotechnology
Reported gender breakdown
Male
62%
Female
38%
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.
62% of Netherlands (500-1000) employees are engaged
This is in the bottom 29% compared with other regions.
The median eNPS score for organizations in this benchmark is -5 and is in the bottom 8% compared with other regions.
How does Netherlands (500-1000) compare?
On the lower side, people in Netherlands (500-1000) had much lower favorable scores than average in Action, Social Connection, and Company Performance.
People working in Netherlands (500-1000) are less engaged than Oceania, Eastern Europe, APAC, and North America.
The highest scoring question for Netherlands (500-1000) had 87% of people agreeing that they know how their work contributes to the goals of %[Company]% (-2% compared to overall) while they were generally most positive about Work & Life Blend.
People in Netherlands (500-1000) were generally least favourable about Action, and were most negative towards '%[Company]% effectively directs resources (funding, people and effort) towards company goals' with 24% of people disagreeing (+11% above average).
How long do people stay?
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 12% 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
0.63%
3 months to 6 months
3%
6 months to less than 1 year
8%
1 to less than 2 years
17%
2 to less than 4 years
33%
4 to less than 6 years
15%
6 to less than 10 years
12%
Greater than 10 years
12%