Retail APAC January 2026
~6.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~6.5m 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
Retail, Apparel & Fashion, Consumer Goods, Consumer Services, Business Supplies & Equipment, Consumer Electronics, Cosmetics, Furniture, Packaging & Containers, Luxury Goods & Jewelry
Reported gender breakdown
Female
54%
Male
45%
Non-Binary
0.81%
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 APAC employees are engaged
This is in the top 49% compared with the overall average.
The median eNPS score for organizations in this benchmark is 18 and is in the top 33% compared with the overall average.
How does Retail APAC compare?
People in Retail APAC were much more positive than average regarding Action and Growth.
On the lower side, people in Retail APAC had much lower favorable scores than average in Equity, Voice, and Learning & Development.
People working in Retail APAC are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Retail APAC are less engaged than Electrical/Electronic Manufacturing United States, New Tech (0-100), Professional Services (0-100), and Creative & Media India.
The highest scoring question for Retail APAC had 88% 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 23% of people disagreeing (+0% 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 APAC organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 I believe action will take place as a result of this survey | Action |
3 The leaders at %[Company]% have communicated a vision that motivates me | 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, 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
2%
3 months to 6 months
2%
6 months to less than 1 year
10%
1 to less than 2 years
18%
2 to less than 4 years
29%
4 to less than 6 years
10%
6 to less than 10 years
11%
Greater than 10 years
18%