Resources & Utilities 1000+ January 2026
~3m
Questions answered
over 12 months- /
~50
Organizations
These insights represent ~3m questions answered from ~50 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
Utilities, Oil & Energy, Renewables & Environment, Mining & Metals, Environmental Services, Industrial Automation
Most represented regions in this benchmark
Oceania
39%
Northern America
39%
Europe
11%
Asia
6%
Latin America
3%
Reported gender breakdown
Male
73%
Female
27%
Non-Binary
0.21%
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.
69% of Resources and Utilities 1000+ employees are engaged
This is in the bottom 48% compared with other industries.
The median eNPS score for organizations in this benchmark is 16 and is in the bottom 46% compared with other industries.
How does Resources and Utilities 1000+ compare?
On the lower side, people in Resources & Utilities 1000+ had much lower favorable scores than average in Action, Feedback & Recognition, and Company Performance.
People working in Resources & Utilities 1000+ are more engaged than Public Relations & Communications, Higher Education, and Government Administration. People working in Resources & Utilities 1000+ are less engaged than Finance, Consumer Goods & Services, Industrial Automation, and Construction.
The highest scoring question for Resources & Utilities 1000+ had 87% of people agreeing that they know how their work contributes to the goals of %[Company]% (-3% compared to overall) while they were generally most positive about Management.
People in Resources & Utilities 1000+ 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 (+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+ organizations.
1 We are encouraged to be innovative even though some of our initiatives may not succeed | Innovation |
2 We have enough autonomy to perform our jobs effectively | Enablement |
3 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% 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
4%
6 months to less than 1 year
8%
1 to less than 2 years
17%
2 to less than 4 years
23%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
22%