Oceania (1000-5000) July 2026
~5m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~5m questions answered from ~250 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
Computer Software, Utilities, Financial Services, Hospital & Health Care, Information Technology & Services, Marketing & Advertising, Higher Education, Government Administration, Internet, Nonprofit Organization Management
Reported gender breakdown
Male
52%
Female
48%
Non-Binary
0.07%
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 Oceania (1000-5000) employees are engaged
This is in the bottom 37% compared with other regions.
The median eNPS score for organizations in this benchmark is 9 and is in the bottom 44% compared with other regions.
How does Oceania (1000-5000) compare?
People in Oceania (1000-5000) were much more positive than average regarding Feedback Culture, Growth, and Support Resources.
On the lower side, people in Oceania (1000-5000) had much lower favorable scores than average in Equity, Feedback & Recognition, and Company Performance.
People working in Oceania (1000-5000) are more engaged than Benelux, Central Europe, and DACH. People working in Oceania (1000-5000) are less engaged than North America, Middle East, East Asia, and Middle East & Africa.
The highest scoring question for Oceania (1000-5000) had 88% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-5% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Oceania (1000-5000) were generally least favourable about Equity, 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 26% of people disagreeing (+3% 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 (1000-5000) organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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
13%
2 to less than 4 years
23%
4 to less than 6 years
12%
6 to less than 10 years
14%
Greater than 10 years
24%