Retail January 2026
~13m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~13m questions answered from ~250 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
Retail, Apparel & Fashion, Consumer Goods, Cosmetics, Packaging & Containers, Consumer Services, Consumer Electronics, Furniture, Business Supplies & Equipment, Luxury Goods & Jewelry
Most represented regions in this benchmark
Oceania
53%
Northern America
28%
Europe
12%
Asia
5%
Reported gender breakdown
Female
56%
Male
44%
Non-Binary
0.61%
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 Retail employees are engaged
This is in the top 47% compared with other industries.
The median eNPS score for organizations in this benchmark is 20 and is in the top 30% compared with other industries.
How does Retail compare?
People in Retail were much more positive than average regarding Decision Making.
On the lower side, people in Retail had much lower favorable scores than average in Equity, Wellbeing Culture, and Learning & Development.
People working in Retail are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Retail are less engaged than Health & Wellness, Consumer Goods, Computer & Network Security, and Civil Engineering.
The highest scoring question for Retail had 89% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-3% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Retail were generally least favourable about Equity, 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 25% of people disagreeing (+2% 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 Retail organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
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, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 11% 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
11%
1 to less than 2 years
17%
2 to less than 4 years
26%
4 to less than 6 years
10%
6 to less than 10 years
11%
Greater than 10 years
17%