Software Engineer July 2026
~2.5m
Questions answered
over 12 months- /
~1k
Organizations
These insights represent ~2.5m questions answered from ~1k 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
Computer Software, Financial Services, Information Technology & Services, Internet, Marketing & Advertising, Computer & Network Security, Hospital & Health Care, Insurance, Electrical/Electronic Manufacturing
Reported gender breakdown
Male
80%
Female
20%
Non-Binary
0.1%
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.
71% of Software Engineer employees are engaged
This is in the top 47% compared with the overall average.
The median eNPS score for organizations in this benchmark is 16 and is in the bottom 49% compared with the overall average.
How does Software Engineer compare?
People in Software Engineer were much more positive than average regarding Decision Making, Feedback & Recognition, and Work Pressure.
On the lower side, people in Software Engineer had much lower favorable scores than average in Team Adjustment To Remote Work and Contribution To Broader Purpose.
People working in Software Engineer are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Software Engineer are less engaged than Indonesia 1000+, Latin America (500-1000), Professional Services United States, and Finance (100-200).
The highest scoring question for Software Engineer had 92% of people agreeing that they are able to arrange time out from work when they need to (+5% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Software Engineer were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 12% of people disagreeing (-1% below 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 Software Engineer 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 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 8% of people see themselves leaving within two years (-2% 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
11%
1 to less than 2 years
16%
2 to less than 4 years
28%
4 to less than 6 years
18%
6 to less than 10 years
12%
Greater than 10 years
8%