New Tech Central Europe July 2025
~1m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~1m questions answered from ~250 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 & Network Security, Computer Games
Reported gender breakdown
Male
66%
Female
34%
Non-Binary
0.14%
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.
63% of New Tech Central Europe employees are engaged
This is in the bottom 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 2 and is in the bottom 15% compared with the overall average.
How does New Tech Central Europe compare?
People in New Tech Central Europe were much more positive than average regarding Goal Alignment, Growth, and Remote Teams.
On the lower side, people in New Tech Central Europe had much lower favorable scores than average in Equity, Action, and Company Performance.
People working in New Tech Central Europe are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in New Tech Central Europe are less engaged than Creative & Media North America, Utilities Australia, Higher Education North America, and Australia > 5000.
The highest scoring question for New Tech Central Europe had 87% 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 New Tech Central Europe were generally least favourable about Equity, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 20% 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 New Tech Central Europe organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 At %[Company]% we act on promising new or innovative ideas | Innovation |
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
2%
3 months to 6 months
3%
6 months to less than 1 year
7%
1 to less than 2 years
15%
2 to less than 4 years
32%
4 to less than 6 years
15%
6 to less than 10 years
14%
Greater than 10 years
12%