New Zealand (100-200) January 2026
~125k
Questions answered
over 12 months- /
~40
Organizations
These insights represent ~125k questions answered from ~40 organizations, collected between January 2025 and December 2025.
To ensure accuracy and stability of Emerging benchmarks we may use statistical sampling methods. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Government Administration, Computer Software, Leisure, Travel & Tourism, Real Estate, Construction, Farming, Financial Services, Food Production, Apparel & Fashion, Management Consulting
Reported gender breakdown
Female
50%
Male
50%
Non-Binary
0.21%
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 (100-200) employees are engaged
This is in the bottom 36% compared with other regions.
The median eNPS score for organizations in this benchmark is 17 and is in the top 34% compared with other regions.
How does New Zealand (100-200) compare?
On the lower side, people in New Zealand (100-200) had much lower favorable scores than average in Action, Feedback & Recognition, and Collaboration & Communication.
People working in New Zealand (100-200) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in New Zealand (100-200) are less engaged than North America, Middle East, Africa, and Middle East & Africa.
The highest scoring question for New Zealand (100-200) had 89% of people agreeing that they are able to arrange time out from work when they need to (+2% compared to overall) while they were generally most positive about Work & Life Blend.
People in New Zealand (100-200) 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 29% of people disagreeing (+12% above average).
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, 13% of people see themselves leaving within two years (+3% 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
5%
1 to less than 2 years
15%
2 to less than 4 years
28%
4 to less than 6 years
14%
6 to less than 10 years
16%
Greater than 10 years
17%