New Zealand July 2026
~1.7m
Questions answered
over 12 months- /
~300
Organizations
These insights represent ~1.7m questions answered from ~300 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Financial Services, Computer Software, Government Administration, Food Production, Utilities, Hospital & Health Care, Information Technology & Services, Insurance, Wholesale, Construction
Reported gender breakdown
Male
50%
Female
50%
Non-Binary
0.11%
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 45% compared with other regions.
The median eNPS score for organizations in this benchmark is 12 and is in the top 41% compared with other countries.
How does New Zealand compare?
People in New Zealand were much more positive than average regarding Energy, Company And Leadership, and Overall Industries (Global) Wellbeing.
On the lower side, people in New Zealand had much lower favorable scores than average in Equity, Feedback & Recognition, and Voice.
People working in New Zealand are more engaged than Norway, Denmark, Japan, and Sweden. People working in New Zealand are less engaged than Egypt, Indonesia, Mexico, and United Arab Emirates.
The highest scoring question for New Zealand had 89% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-4% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in New Zealand were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 19% of people disagreeing (+2% 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 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% 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
7%
1 to less than 2 years
13%
2 to less than 4 years
26%
4 to less than 6 years
14%
6 to less than 10 years
15%
Greater than 10 years
21%