Private Company January 2026
~64m
Questions answered
over 12 months- /
~4k
Organizations
These insights represent ~64m questions answered from ~4k 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
Computer Software, Financial Services, Information Technology & Services, Internet, Hospital & Health Care, Marketing & Advertising, Insurance, Management Consulting, Food & Beverages
Most represented regions in this benchmark
Northern America
39%
Oceania
23%
Europe
22%
Asia
8%
MEA
5%
Latin America
3%
Reported gender breakdown
Male
56%
Female
44%
Non-Binary
0.19%
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.
71% of Private Company employees are engaged
This is in the top 44% compared with other industries.
The median eNPS score for organizations in this benchmark is 18 and is in the top 41% compared with other industries.
How does Private Company compare?
People in Private Company were much more positive than average regarding Fairness, Performance Effectiveness, and Wellbeing Culture.
On the lower side, people in Private Company had much lower favorable scores than average in Accountability, Accuracy, and Artifacts & Terms.
People working in Private Company are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Private Company are less engaged than Investment Management, Legal Services, Venture Capital & Private Equity, and Engaging Growth.
The highest scoring question for Private Company had 91% 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 Private Company 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 13% of people disagreeing (-1% below 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 Private Company organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I have confidence in the leaders at %[Company]% | Leadership |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 9% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
16%
2 to less than 4 years
26%
4 to less than 6 years
11%
6 to less than 10 years
13%
Greater than 10 years
17%