Retail July 2025
~9.5m
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~9.5m questions answered from ~200 organizations, collected between January 2024 and December 2024.
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
Apparel & Fashion, Retail, Consumer Goods, Consumer Services, Cosmetics, Furniture, Consumer Electronics, Luxury Goods & Jewelry, Packaging & Containers
Most represented regions in this benchmark
Oceania
54%
Northern America
24%
Europe
15%
Asia
5%
Reported gender breakdown
Female
54%
Male
45%
Non-Binary
0.41%
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 28% 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, Work Pressure, and Learning & Development.
People working in Retail are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Retail are less engaged than Biotechnology, Accounting, Computer & Network Security, and Investment Management.
The highest scoring question for Retail had 89% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% compared to overall) while they were generally most positive about Management.
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 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 12% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
16%
2 to less than 4 years
26%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
19%