Retail APAC July 2025
~4m
Questions answered
over 12 months- /
~70
Organizations
These insights represent ~4m questions answered from ~70 organizations, collected between July 2024 and June 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, Consumer Services, Consumer Electronics, Cosmetics, Furniture, Luxury Goods & Jewelry, Business Supplies & Equipment
Reported gender breakdown
Female
54%
Male
46%
Non-Binary
0.42%
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 Retail APAC employees are engaged
This is in the top 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 18 and is in the top 32% compared with the overall average.
How does Retail APAC compare?
People in Retail APAC were much more positive than average regarding Company And Leadership, Inclusion, and Growth.
On the lower side, people in Retail APAC had much lower favorable scores than average in Equity, Learning & Development, and Innovation.
People working in Retail APAC are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Retail APAC are less engaged than Biotechnology & Medical Devices (100-200), Resources & Utilities (100-200), Professional Services Southeast Asia, and Tech: Manufacturing & Research North America.
The highest scoring question for Retail APAC 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 Diversity.
People in Retail APAC 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 22% of people disagreeing (-1% below 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 APAC organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
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, 19% 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
2%
3 months to 6 months
2%
6 months to less than 1 year
9%
1 to less than 2 years
17%
2 to less than 4 years
28%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
20%