Oceania July 2026
~17m
Questions answered
over 12 months- /
~1k
Organizations
These insights represent ~17m questions answered from ~1k 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, Nonprofit Organization Management, Government Administration, Information Technology & Services, Sports, Civic & Social Organization, Utilities, Construction, Hospital & Health Care
Reported gender breakdown
Female
50%
Male
50%
Non-Binary
0.08%
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.
69% of Oceania employees are engaged
This is in the bottom 38% compared with other regions.
The median eNPS score for organizations in this benchmark is 13 and is in the top 47% compared with other regions.
How does Oceania compare?
People in Oceania were much more positive than average regarding Social Connections, Growth, and Goal Tracking.
On the lower side, people in Oceania had much lower favorable scores than average in Performance Effectiveness, Performance Confidence, and Being Authentic.
People working in Oceania are more engaged than Benelux, Central Europe, DACH, and Nordic. People working in Oceania are less engaged than Middle East, East Asia, Middle East & Africa, and Southeast Asia.
The highest scoring question for Oceania had 92% of people agreeing that The work that they do at %[Company]% is important (-2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Oceania 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 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 Oceania 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
4%
6 months to less than 1 year
8%
1 to less than 2 years
15%
2 to less than 4 years
25%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
20%