South Asia (1000-5000) January 2026
~0.8m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~0.8m questions answered from ~150 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
Computer Software, Information Technology & Services, Financial Services, Internet, Marketing & Advertising, Computer & Network Security, Leisure, Travel & Tourism, Oil & Energy, Public Relations & Communications, Telecommunications
Reported gender breakdown
Male
70%
Female
30%
Non-Binary
0%
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.
79% of South Asia (1000-5000) employees are engaged
This is in the top 31% compared with other regions.
The median eNPS score for organizations in this benchmark is 34 and is in the top 7% compared with other regions.
How does South Asia (1000-5000) compare?
People in South Asia (1000-5000) were much more positive than average regarding Action, Feedback & Recognition, and Voice.
On the lower side, people in South Asia (1000-5000) had much lower favorable scores than average in Equity and Contribution To Broader Purpose.
People working in South Asia (1000-5000) are more engaged than Benelux, DACH, Central Europe, and Nordic.
The highest scoring question for South Asia (1000-5000) had 92% of people agreeing that they know how their work contributes to the goals of %[Company]% (+3% compared to overall) while they were generally most positive about Diversity.
People in South Asia (1000-5000) 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 26% of people disagreeing (+7% 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 South Asia (1000-5000) organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I receive appropriate recognition for good work at %[Company]% | Feedback & Recognition |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 13% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-7% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
4%
6 months to less than 1 year
10%
1 to less than 2 years
23%
2 to less than 4 years
35%
4 to less than 6 years
11%
6 to less than 10 years
8%
Greater than 10 years
6%