New Tech (100-200) July 2025
~765k
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~765k questions answered from ~200 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, Internet, Computer Games
Most represented regions in this benchmark
Northern America
48%
Europe
25%
Oceania
15%
Asia
8%
MEA
2%
Reported gender breakdown
Male
63%
Female
37%
Non-Binary
0.2%
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 New Tech (100-200) employees are engaged
This is in the top 43% compared with other industries.
The median eNPS score for organizations in this benchmark is 18 and is in the top 39% compared with other industries.
How does New Tech (100-200) compare?
People in New Tech (100-200) were much more positive than average regarding Feedback & Recognition, Decision Making, and Innovation.
On the lower side, people in New Tech (100-200) had much lower favorable scores than average in Social Connection, Transfer Of Expectations & Values, and Contribution To Broader Purpose.
People working in New Tech (100-200) are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in New Tech (100-200) are less engaged than Legal Services, Banking, and Engaging Growth.
The highest scoring question for New Tech (100-200) 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 Contribution to Broader Purpose.
People in New Tech (100-200) 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 22% of people disagreeing (-1% below 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 New Tech (100-200) organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
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, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
4%
3 months to 6 months
6%
6 months to less than 1 year
12%
1 to less than 2 years
19%
2 to less than 4 years
33%
4 to less than 6 years
11%
6 to less than 10 years
9%
Greater than 10 years
6%