Norway July 2026
~80k
Questions answered
over 12 months- /
~30
Organizations
These insights represent ~80k questions answered from ~30 organizations, collected between July 2025 and June 2026.
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
Computer Software, Information Technology & Services, Financial Services, Computer & Network Security, Management Consulting, Online Media, Oil & Energy, Nonprofit Organization Management, Mining & Metals, Medical Devices
Reported gender breakdown
Male
72%
Female
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.
59% of Norway employees are engaged
This is in the bottom 23% compared with other regions.
The median eNPS score for organizations in this benchmark is 5 and is in the bottom 38% compared with other countries.
How does Norway compare?
People in Norway were much more positive than average regarding Inclusion.
On the lower side, people in Norway had much lower favorable scores than average in Action, Social Connection, and Leadership.
People working in Norway are less engaged than France, South Korea, Belgium, and Poland.
The highest scoring question for Norway had 87% of people agreeing that they know how their work contributes to the goals of %[Company]% (-2% compared to overall) while they were generally most positive about Inclusion.
People in Norway 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 43% of people disagreeing (+20% above average).
How long do people stay?
In the short term, 30% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+11% compared to overall) while on a longer time frame, 18% of people see themselves leaving within two years (+8% 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
1%
6 months to less than 1 year
6%
1 to less than 2 years
11%
2 to less than 4 years
17%
4 to less than 6 years
10%
6 to less than 10 years
13%
Greater than 10 years
40%