South Asia (1000-5000) July 2025
~765k
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~765k questions answered from ~150 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
Computer Software, Information Technology & Services, Internet, Financial Services, Marketing & Advertising, Public Relations & Communications, Oil & Energy, Electrical/Electronic Manufacturing, Management Consulting
Reported gender breakdown
Male
73%
Female
27%
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.
77% of South Asia (1000-5000) employees are engaged
This is in the top 32% compared with other regions.
The median eNPS score for organizations in this benchmark is 30 and is in the top 12% 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 Decision Making.
On the lower side, people in South Asia (1000-5000) had much lower favorable scores than average in Equity.
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]% (+2% 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 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 South Asia (1000-5000) organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
3 My job performance is evaluated fairly | Feedback & Recognition |
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
5%
6 months to less than 1 year
11%
1 to less than 2 years
24%
2 to less than 4 years
34%
4 to less than 6 years
10%
6 to less than 10 years
7%
Greater than 10 years
6%