Oceania > 5000 January 2026
~7.5m
Questions answered
over 12 months- /
~80
Organizations
These insights represent ~7.5m questions answered from ~80 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
Retail, Financial Services, Mining & Metals, Food Production, Higher Education, Hospital & Health Care, Automotive, Utilities, Restaurants, Primary/Secondary Education
Reported gender breakdown
Male
52%
Female
47%
Non-Binary
0.69%
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.
66% of Oceania > 5000 employees are engaged
This is in the bottom 35% compared with other regions.
The median eNPS score for organizations in this benchmark is 10 and is in the bottom 46% compared with other regions.
How does Oceania > 5000 compare?
People in Oceania > 5000 were much more positive than average regarding Growth.
On the lower side, people in Oceania > 5000 had much lower favorable scores than average in Action, Feedback & Recognition, and Company Performance.
People working in Oceania > 5000 are more engaged than Benelux. People working in Oceania > 5000 are less engaged than Eastern Europe, APAC, North America, and Middle East.
The highest scoring question for Oceania > 5000 had 86% of people agreeing that they know what they need to do to be successful in their role (-1% compared to overall) while they were generally most positive about Growth.
People in Oceania > 5000 were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 20% 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 Oceania > 5000 organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 %[Company]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
3 At %[Company]% we act on promising new or innovative ideas | Innovation |
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% 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
1%
3 months to 6 months
2%
6 months to less than 1 year
8%
1 to less than 2 years
17%
2 to less than 4 years
28%
4 to less than 6 years
11%
6 to less than 10 years
12%
Greater than 10 years
20%