New Zealand July 2025
~2m
Questions answered
over 12 months- /
~300
Organizations
These insights represent ~2m questions answered from ~300 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
Financial Services, Information Technology & Services, Computer Software, Utilities, Construction, Insurance, Sports, Government Administration, Hospital & Health Care
Reported gender breakdown
Male
53%
Female
46%
Non-Binary
0.35%
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.
67% of New Zealand employees are engaged
This is in the bottom 43% compared with other regions.
The median eNPS score for organizations in this benchmark is 9 and is in the top 45% compared with other countries.
How does New Zealand compare?
People in New Zealand were much more positive than average regarding Company And Leadership, Flexibility, and Support Resources.
On the lower side, people in New Zealand had much lower favorable scores than average in Equity, Feedback & Recognition, and Wellbeing Culture.
People working in New Zealand are more engaged than Hungary, Turkey, Belgium, and Netherlands. People working in New Zealand are less engaged than Thailand, United States, Canada, and Taiwan.
The highest scoring question for New Zealand had 89% 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 Decision Making, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 20% of people disagreeing (+3% 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]% demonstrate that people are important to the company's success | 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, 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
8%
1 to less than 2 years
17%
2 to less than 4 years
25%
4 to less than 6 years
10%
6 to less than 10 years
14%
Greater than 10 years
20%