Resources & Utilities North America January 2026
~1.3m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.3m questions answered from ~150 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
Renewables & Environment, Utilities, Environmental Services, Oil & Energy, Industrial Automation, Mining & Metals
Reported gender breakdown
Male
68%
Female
32%
Non-Binary
0.33%
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.
75% of Resources and Utilities North America employees are engaged
This is in the top 41% compared with the overall average.
The median eNPS score for organizations in this benchmark is 18 and is in the top 36% compared with the overall average.
How does Resources and Utilities North America compare?
People in Resources & Utilities North America were much more positive than average regarding Action, Decision Making, and Engagement.
On the lower side, people in Resources & Utilities North America had much lower favorable scores than average in Equity, Growth, and Enablement.
People working in Resources & Utilities North America are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Resources & Utilities North America are less engaged than South Asia (1000-5000), India (1000-5000), Manufacturing Latin America, and India.
The highest scoring question for Resources & Utilities North America had 91% 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 Contribution to Broader Purpose.
People in Resources & Utilities North America were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 18% of people disagreeing (+1% 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 North America organizations.
1 I feel I am part of a team | Teamwork & Ownership |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
3 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
16%
2 to less than 4 years
29%
4 to less than 6 years
13%
6 to less than 10 years
14%
Greater than 10 years
14%