Retail United States July 2026
~1.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.5m questions answered from ~150 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, Packaging & Containers, Furniture
Reported gender breakdown
Female
54%
Male
46%
Non-Binary
0.15%
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.
70% of Retail United States employees are engaged
This is in the bottom 48% compared with the overall average.
The median eNPS score for organizations in this benchmark is 18 and is in the top 38% compared with the overall average.
How does Retail United States compare?
People in Retail United States were much more positive than average regarding Ownership and Growth.
On the lower side, people in Retail United States had much lower favorable scores than average in Equity, Collaboration & Communication, and Leadership.
People working in Retail United States are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Retail United States are less engaged than Finance (0-100), Southeast Asia, Financial Services APAC, and Middle East & Africa (1000-5000).
The highest scoring question for Retail United States had 90% 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 United States were generally least favourable about Equity, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at %[Company]%' with 33% of people disagreeing (+15% 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 States organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
3 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
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, 10% of people see themselves leaving within two years (+0% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
9%
1 to less than 2 years
16%
2 to less than 4 years
23%
4 to less than 6 years
13%
6 to less than 10 years
13%
Greater than 10 years
18%