New Zealand (1000-5000) July 2025
~665k
Questions answered
over 12 months- /
~50
Organizations
These insights represent ~665k questions answered from ~50 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
Information Technology & Services, Computer Software, Insurance, Wholesale, Hospital & Health Care, Higher Education, Financial Services, Construction, Utilities, Telecommunications
Reported gender breakdown
Male
54%
Female
46%
Non-Binary
0.43%
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.
64% of New Zealand (1000-5000) employees are engaged
This is in the bottom 34% compared with other regions.
The median eNPS score for organizations in this benchmark is 1 and is in the bottom 25% compared with other regions.
How does New Zealand (1000-5000) compare?
People in New Zealand (1000-5000) were much more positive than average regarding Inclusion and Overall Industries (Global) Wellbeing.
On the lower side, people in New Zealand (1000-5000) had much lower favorable scores than average in Action, Feedback & Recognition, and Leadership.
People working in New Zealand (1000-5000) are less engaged than Oceania, Eastern Europe, APAC, and North America.
The highest scoring question for New Zealand (1000-5000) had 86% of people agreeing that they are able to arrange time out from work when they need to (-1% compared to overall) while they were generally most positive about Inclusion.
People in New Zealand (1000-5000) were generally least favourable about Action, 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 29% 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 (1000-5000) organizations.
1 %[Company]% is in a position to really succeed over the next three years | Company Performance |
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, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% 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
7%
1 to less than 2 years
16%
2 to less than 4 years
23%
4 to less than 6 years
9%
6 to less than 10 years
14%
Greater than 10 years
25%