Retail Australia July 2026
~4m
Questions answered
over 12 months- /
~60
Organizations
These insights represent ~4m questions answered from ~60 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Retail, Apparel & Fashion, Consumer Goods, Furniture, Cosmetics, Packaging & Containers, Luxury Goods & Jewelry
Reported gender breakdown
Female
54%
Male
46%
Non-Binary
0.03%
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 Australia employees are engaged
This is in the bottom 47% compared with the overall average.
The median eNPS score for organizations in this benchmark is 20 and is in the top 27% compared with the overall average.
How does Retail Australia compare?
People in Retail Australia were much more positive than average regarding Inclusion and Growth.
On the lower side, people in Retail Australia had much lower favorable scores than average in Collaboration & Communication, Learning & Development, and Innovation.
People working in Retail Australia are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Retail Australia are less engaged than East Asia, Software Engineer Canada, Consulting & Staffing Asia, and Construction & Heavy Industry (100-200).
The highest scoring question for Retail Australia had 88% of people agreeing that they know how their work contributes to the goals of %[Company]% (-1% compared to overall) while they were generally most positive about Growth.
People in Retail Australia were generally least favourable about Action, 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 Australia organizations.
1 %[Company]% really allows us to make a positive difference | Social Connection |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 13% 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
3%
6 months to less than 1 year
10%
1 to less than 2 years
16%
2 to less than 4 years
25%
4 to less than 6 years
13%
6 to less than 10 years
11%
Greater than 10 years
20%