Resources & Utilities (1000-5000) July 2026
~1.7m
Questions answered
over 12 months- /
~40
Organizations
These insights represent ~1.7m questions answered from ~40 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
Utilities, Renewables & Environment, Environmental Services, Industrial Automation, Oil & Energy
Most represented regions in this benchmark
Oceania
53%
Northern America
29%
Europe
16%
Reported gender breakdown
Male
67%
Female
33%
Non-Binary
0.08%
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.
70% of Resources and Utilities (1000-5000) employees are engaged
This is in the bottom 49% compared with other industries.
The median eNPS score for organizations in this benchmark is 18 and is in the top 43% compared with other industries.
How does Resources and Utilities (1000-5000) compare?
On the lower side, people in Resources & Utilities (1000-5000) had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
People working in Resources & Utilities (1000-5000) are more engaged than Local Councils AU & NZ, Local Councils Australia, Higher Education, and Government Administration. People working in Resources & Utilities (1000-5000) are less engaged than Financial Services, Biotechnology & Medical Devices, Legal, and Tech: Manufacturing & Research.
The highest scoring question for Resources & Utilities (1000-5000) had 87% of people agreeing that they know how their work contributes to the goals of %[Company]% (-2% compared to overall) while they were generally most positive about Management.
People in Resources & Utilities (1000-5000) 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 24% of people disagreeing (+7% 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 Resources and Utilities (1000-5000) organizations.
1 Generally, the right people are rewarded and recognized at %[Company]% | Feedback & Recognition |
2 %[Company]% really allows us to make a positive difference | Social Connection |
3 We are encouraged to be innovative even though some of our initiatives may not succeed | Innovation |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 8% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
7%
1 to less than 2 years
14%
2 to less than 4 years
23%
4 to less than 6 years
10%
6 to less than 10 years
13%
Greater than 10 years
27%
Solutions
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