Retail United Kingdom July 2025
~445k
Questions answered
over 12 months- /
~40
Organizations
These insights represent ~445k questions answered from ~40 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
Apparel & Fashion, Consumer Goods, Retail, Consumer Services, Cosmetics, Furniture, Consumer Electronics, Sporting Goods
Reported gender breakdown
Female
60%
Male
40%
Non-Binary
0.35%
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.
63% of Retail United Kingdom employees are engaged
This is in the bottom 44% compared with the overall average.
The median eNPS score for organizations in this benchmark is 3 and is in the bottom 16% compared with the overall average.
How does Retail United Kingdom compare?
People in Retail United Kingdom were much more positive than average regarding Growth and Inclusion.
On the lower side, people in Retail United Kingdom had much lower favorable scores than average in Feedback & Recognition, Learning & Development, and Service & Quality Focus.
People working in Retail United Kingdom are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Retail United Kingdom are less engaged than Argentina 1000+, Non Profits (1000-5000), DACH (0-100), and Research APAC.
The highest scoring question for Retail United Kingdom had 88% of people agreeing that they are able to arrange time out from work when they need to (+1% compared to overall) while they were generally most positive about Inclusion.
People in Retail United Kingdom were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 20% of people disagreeing (+4% 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 United Kingdom organizations.
1 I am happy with my current role relative to what was described to me | Alignment & Involvement |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 28% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+8% compared to overall) while on a longer time frame, 16% of people see themselves leaving within two years (+6% 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
1%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
17%
2 to less than 4 years
23%
4 to less than 6 years
10%
6 to less than 10 years
15%
Greater than 10 years
21%