Retail Europe July 2026
~1m
Questions answered
over 12 months- /
~70
Organizations
These insights represent ~1m questions answered from ~70 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
Apparel & Fashion, Retail, Consumer Goods, Cosmetics, Furniture, Packaging & Containers, Luxury Goods & Jewelry
Reported gender breakdown
Female
56%
Male
44%
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.
64% of Retail Europe employees are engaged
This is in the bottom 36% compared with the overall average.
The median eNPS score for organizations in this benchmark is 5 and is in the bottom 23% compared with the overall average.
How does Retail Europe compare?
People in Retail Europe were much more positive than average regarding Growth.
On the lower side, people in Retail Europe had much lower favorable scores than average in Equity, Action, and Feedback & Recognition.
People working in Retail Europe are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Retail Europe are less engaged than New Tech Portugal, Romania, Information Technology & Services (1000-5000), and Portugal.
The highest scoring question for Retail Europe 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 Europe 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 34% of people disagreeing (+11% 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 Europe organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 %[Company]% is in a position to really succeed over the next three years | Company Performance |
How long do people stay?
In the short term, 25% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+6% 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
4%
6 months to less than 1 year
9%
1 to less than 2 years
15%
2 to less than 4 years
22%
4 to less than 6 years
15%
6 to less than 10 years
13%
Greater than 10 years
21%