Oceania (200-500) January 2026
~2.5m
Questions answered
over 12 months- /
~400
Organizations
These insights represent ~2.5m questions answered from ~400 organizations, collected between January 2025 and December 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
Financial Services, Nonprofit Organization Management, Information Technology & Services, Computer Software, Government Administration, Civic & Social Organization, Construction, Food & Beverages, Insurance, Retail
Reported gender breakdown
Male
50%
Female
49%
Non-Binary
0.23%
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 (200-500) employees are engaged
This is in the bottom 39% compared with other regions.
The median eNPS score for organizations in this benchmark is 13 and is in the top 46% compared with other regions.
How does Oceania (200-500) compare?
People in Oceania (200-500) were much more positive than average regarding Company And Leadership, Support Resources, and Feedback Culture.
On the lower side, people in Oceania (200-500) had much lower favorable scores than average in Work Pressure, Feedback & Recognition, and Collaboration & Communication.
People working in Oceania (200-500) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Oceania (200-500) are less engaged than Africa, Middle East & Africa, East Asia, and Southeast Asia.
The highest scoring question for Oceania (200-500) had 90% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Oceania (200-500) 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 21% of people disagreeing (+4% 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 (200-500) organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 I have confidence in the leaders at %[Company]% | Leadership |
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, 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
17%
2 to less than 4 years
27%
4 to less than 6 years
12%
6 to less than 10 years
14%
Greater than 10 years
15%