Southeast Asia > 5000 July 2026
~680k
Questions answered
over 12 months- /
~70
Organizations
These insights represent ~680k questions answered from ~70 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Financial Services, Retail, Electrical/Electronic Manufacturing, Information Technology & Services, Food Production, Higher Education, Hospital & Health Care, Machinery, Marketing & Advertising, Airlines/Aviation
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.01%
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.
72% of Southeast Asia > 5000 employees are engaged
This is in the bottom 45% compared with other regions.
The median eNPS score for organizations in this benchmark is 15 and is in the top 40% 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 Collaboration & Communication.
On the lower side, people in Southeast Asia > 5000 had much lower favorable scores than average in Equity, Social Connection, and Workplace Engagement.
People working in Southeast Asia > 5000 are more engaged than Benelux, Central Europe, DACH, and Nordic. People working in Southeast Asia > 5000 are less engaged than Asia, Latin America, South America, and Central America.
The highest scoring question for Southeast Asia > 5000 had 89% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% compared to overall) while they were generally most positive about Inclusion.
People in Southeast Asia > 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 16% of people disagreeing (-7% 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 I am given opportunities to develop skills relevant to my interests | Learning & Development |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 %[Company]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
How long do people stay?
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 8% of people see themselves leaving within two years (-2% 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
3%
3 months to 6 months
3%
6 months to less than 1 year
7%
1 to less than 2 years
11%
2 to less than 4 years
21%
4 to less than 6 years
11%
6 to less than 10 years
14%
Greater than 10 years
30%