Professional Services South Asia January 2026
~445k
Questions answered
over 12 months- /
~65
Organizations
These insights represent ~445k questions answered from ~65 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, Human Resources, Investment Management, Information Services, Management Consulting, Real Estate, Accounting, Market Research, Staffing & Recruiting, Architecture & Planning
Reported gender breakdown
Male
66%
Female
34%
Non-Binary
0.02%
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.
80% of Professional Services South Asia employees are engaged
This is in the top 22% compared with the overall average.
The median eNPS score for organizations in this benchmark is 31 and is in the top 7% compared with the overall average.
How does Professional Services South Asia compare?
People in Professional Services South Asia were much more positive than average regarding Feedback & Recognition, Voice, and Action.
People working in Professional Services South Asia are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Professional Services South Asia are less engaged than China (1000-5000), China 1000+, China, and China > 5000.
The highest scoring question for Professional Services South Asia had 91% of people agreeing that they know how their work contributes to the goals of %[Company]% (+1% compared to overall) while they were generally most positive about Social Connection.
People in Professional Services South Asia were generally least favourable about Feedback & Recognition, 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 18% of people disagreeing (-5% 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 Professional Services South Asia organizations.
1 I have access to the things I need to do my job well | Enablement (outcome) |
2 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
3 We are genuinely supported if we choose to make use of flexible working arrangements | Wellbeing Culture |
How long do people stay?
In the short term, 14% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-6% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% 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
0.99%
3 months to 6 months
3%
6 months to less than 1 year
8%
1 to less than 2 years
21%
2 to less than 4 years
37%
4 to less than 6 years
14%
6 to less than 10 years
11%
Greater than 10 years
6%