Southeast Asia January 2026
~2m
Questions answered
over 12 months- /
~450
Organizations
These insights represent ~2m questions answered from ~450 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, Financial Services, Information Technology & Services, Internet, Marketing & Advertising, Apparel & Fashion, Oil & Energy
Reported gender breakdown
Male
53%
Female
47%
Non-Binary
0.26%
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.
74% of Southeast Asia employees are engaged
This is in the top 42% compared with other regions.
The median eNPS score for organizations in this benchmark is 15 and is in the top 43% compared with other regions.
How does Southeast Asia compare?
People in Southeast Asia were much more positive than average regarding Decision Making, Equity, and Action.
On the lower side, people in Southeast Asia had much lower favorable scores than average in Growth And Alignment.
People working in Southeast Asia are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Southeast Asia are less engaged than South Asia.
The highest scoring question for Southeast Asia had 92% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Southeast Asia were generally least favourable about Decision Making, 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 20% of people disagreeing (-3% 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 Southeast Asia organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
How long do people stay?
In the short term, 12% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-8% 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
1%
3 months to 6 months
3%
6 months to less than 1 year
6%
1 to less than 2 years
15%
2 to less than 4 years
25%
4 to less than 6 years
12%
6 to less than 10 years
15%
Greater than 10 years
22%