New Tech Oceania July 2025
~1.1m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~1.1m 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
Reported gender breakdown
Male
60%
Female
39%
Non-Binary
0.23%
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.
70% of New Tech Oceania employees are engaged
This is in the top 40% compared with the overall average.
The median eNPS score for organizations in this benchmark is 14 and is in the bottom 47% compared with the overall average.
How does New Tech Oceania compare?
People in New Tech Oceania were much more positive than average regarding Action, Feedback & Recognition, and Decision Making.
On the lower side, people in New Tech Oceania had much lower favorable scores than average in Social Connection, Growth And Alignment, and Purpose.
People working in New Tech Oceania are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in New Tech Oceania are less engaged than Manufacturing (100-200), Professional Services Middle East & Africa, Computer Software Latin America, and Biotechnology & Medical Devices (200-500).
The highest scoring question for New Tech Oceania had 90% of people agreeing that they are able to arrange time out from work when they need to (+3% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in New Tech Oceania 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 21% of people disagreeing (-2% 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 Oceania organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I have confidence in the leaders at %[Company]% | Leadership |
3 I believe action will take place as a result of this survey | Action |
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% 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
4%
6 months to less than 1 year
8%
1 to less than 2 years
17%
2 to less than 4 years
30%
4 to less than 6 years
12%
6 to less than 10 years
15%
Greater than 10 years
12%