Retail Oceania January 2026
~6m
Questions answered
over 12 months- /
~80
Organizations
These insights represent ~6m questions answered from ~80 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, Furniture, Packaging & Containers, Consumer Electronics, Cosmetics, Luxury Goods & Jewelry
Reported gender breakdown
Female
54%
Male
45%
Non-Binary
0.86%
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 Oceania employees are engaged
This is in the bottom 49% 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 Oceania compare?
People in Retail Oceania were much more positive than average regarding Growth.
On the lower side, people in Retail Oceania had much lower favorable scores than average in Learning & Development, Voice, and Service & Quality Focus.
People working in Retail Oceania are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Retail Oceania are less engaged than Individual & Family Services Oceania, Manufacturing (100-200), Saudi Arabia, and Australia (0-100).
The highest scoring question for Retail Oceania had 86% of people agreeing that they know what they need to do to be successful in their role (+0% compared to overall) while they were generally most positive about Growth.
People in Retail Oceania 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 24% of people disagreeing (+1% 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 Oceania 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, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 14% of people see themselves leaving within two years (+4% 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%