New Zealand January 2026
~2m
Questions answered
over 12 months- /
~350
Organizations
These insights represent ~2m questions answered from ~350 organizations, collected between January 2025 and December 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
Financial Services, Computer Software, Information Technology & Services, Government Administration, Food Production, Insurance, Retail, Construction, Food & Beverages, Sports
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.28%
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.
68% of New Zealand employees are engaged
This is in the bottom 44% compared with other regions.
The median eNPS score for organizations in this benchmark is 9 and is in the top 50% compared with other countries.
How does New Zealand compare?
People in New Zealand were much more positive than average regarding Social Connections, Support Resources, and Feedback Culture.
On the lower side, people in New Zealand had much lower favorable scores than average in Action, Feedback & Recognition, and Managing Energy.
People working in New Zealand are more engaged than Hungary, Netherlands, Denmark, and Germany. People working in New Zealand are less engaged than United States, Saudi Arabia, Hong Kong, and United Arab Emirates.
The highest scoring question for New Zealand had 91% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-1% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in New Zealand were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 23% 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 Zealand organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% compared to overall) while on a longer time frame, 11% of people see themselves leaving within two years (+1% 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
6%
1 to less than 2 years
15%
2 to less than 4 years
27%
4 to less than 6 years
12%
6 to less than 10 years
15%
Greater than 10 years
21%