Southeast Asia > 5000 July 2025
~1m
Questions answered
over 12 months- /
~65
Organizations
These insights represent ~1m questions answered from ~65 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
Financial Services, Information Technology & Services, Hospital & Health Care, Computer Software, Electrical/Electronic Manufacturing, Higher Education, Hospitality, Investment Banking, Marketing & Advertising, Nonprofit Organization Management
Reported gender breakdown
Female
53%
Male
47%
Non-Binary
0.15%
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.
73% of Southeast Asia > 5000 employees are engaged
This is in the top 45% compared with other regions.
The median eNPS score for organizations in this benchmark is 18 and is in the top 34% compared with other regions.
How does Southeast Asia > 5000 compare?
People in Southeast Asia > 5000 were much more positive than average regarding Action, Feedback & Recognition, and Service & Quality Focus.
On the lower side, people in Southeast Asia > 5000 had much lower favorable scores than average in Your Manager, Voice, and Enablement.
People working in Southeast Asia > 5000 are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in Southeast Asia > 5000 are less engaged than Central America and South Asia.
The highest scoring question for Southeast Asia > 5000 had 87% 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 Management.
People in Southeast Asia > 5000 were generally least favourable about Action, 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 > 5000 organizations.
1 We are encouraged to be innovative even though some of our initiatives may not succeed | Innovation |
2 The products and services %[Company]% provides are as good as, or better than, our main competitors | Company Performance |
3 I am given opportunities to develop skills relevant to my interests | Learning & Development |
How long do people stay?
In the short term, 15% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-5% 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
3%
6 months to less than 1 year
7%
1 to less than 2 years
17%
2 to less than 4 years
24%
4 to less than 6 years
11%
6 to less than 10 years
15%
Greater than 10 years
21%