Retail United Kingdom January 2026
~650k
Questions answered
over 12 months- /
~60
Organizations
These insights represent ~650k questions answered from ~60 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
Apparel & Fashion, Retail, Consumer Goods, Cosmetics, Consumer Electronics, Furniture
Reported gender breakdown
Female
64%
Male
36%
Non-Binary
0.27%
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.
66% of Retail United Kingdom employees are engaged
This is in the bottom 43% compared with the overall average.
The median eNPS score for organizations in this benchmark is 3 and is in the bottom 18% compared with the overall average.
How does Retail United Kingdom compare?
People in Retail United Kingdom were much more positive than average regarding Growth.
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 United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Retail United Kingdom are less engaged than Consulting & Staffing, Pharmaceuticals (200-500), Leisure, Travel & Tourism, and DACH (0-100).
The highest scoring question for Retail United Kingdom had 90% of people agreeing that they are able to arrange time out from work when they need to (+3% compared to overall) while they were generally most positive about Management.
People in Retail United Kingdom 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 27% 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 have confidence in the leaders at %[Company]% | Leadership |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% compared to overall) while on a longer time frame, 15% of people see themselves leaving within two years (+5% 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
17%
2 to less than 4 years
24%
4 to less than 6 years
9%
6 to less than 10 years
13%
Greater than 10 years
20%