Southeast Asia (0-100) July 2026
~60k
Questions answered
over 12 months- /
~25
Organizations
These insights represent ~60k questions answered from ~25 organizations, collected between July 2025 and June 2026.
To ensure accuracy and stability of Emerging benchmarks we may use statistical sampling methods. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Consumer Goods, Marketing & Advertising, Nonprofit Organization Management, Accounting, Architecture & Planning, Civic & Social Organization, Civil Engineering, Computer & Network Security, Computer Games
Reported gender breakdown
Female
57%
Male
43%
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 Southeast Asia (0-100) employees are engaged
This is in the top 31% compared with other regions.
The median eNPS score for organizations in this benchmark is 8 and is in the bottom 39% compared with other regions.
How does Southeast Asia (0-100) compare?
People in Southeast Asia (0-100) were much more positive than average regarding Feedback & Recognition, Action, and Leadership.
People working in Southeast Asia (0-100) are more engaged than Benelux, Central Europe, DACH, and Nordic.
The highest scoring question for Southeast Asia (0-100) had 93% of people agreeing that We have enough autonomy to perform our jobs effectively (+9% compared to overall) while they were generally most positive about Enablement.
People in Southeast Asia (0-100) were generally least favourable about Feedback & Recognition, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 6% of people disagreeing (-11% below average).
How long do people stay?
In the short term, 9% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-10% compared to overall) while on a longer time frame, 5% of people see themselves leaving within two years (-5% 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
7%
3 months to 6 months
5%
6 months to less than 1 year
9%
1 to less than 2 years
15%
2 to less than 4 years
27%
4 to less than 6 years
16%
6 to less than 10 years
15%
Greater than 10 years
6%