Tech: Manufacturing & Research Europe July 2025
~0.8m
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~0.8m questions answered from ~35 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
Electrical/Electronic Manufacturing, Computer Hardware, Printing, Semiconductors, Wireless
Reported gender breakdown
Male
75%
Female
25%
Non-Binary
0.06%
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.
65% of Tech: Manufacturing and Research Europe employees are engaged
This is in the bottom 39% compared with the overall average.
The median eNPS score for organizations in this benchmark is -4 and is in the bottom 6% compared with the overall average.
How does Tech: Manufacturing and Research Europe compare?
On the lower side, people in Tech: Manufacturing & Research Europe had much lower favorable scores than average in Action, Service & Quality Focus, and Feedback & Recognition.
People working in Tech: Manufacturing & Research Europe are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Tech: Manufacturing & Research Europe are less engaged than Retail Australia, Non Profits United States, Manufacturing (200-500), and Nonprofit Organization Management (100-200).
The highest scoring question for Tech: Manufacturing & Research Europe had 89% of people agreeing that We are genuinely supported if they choose to make use of flexible working arrangements (+5% compared to overall) while they were generally most positive about Work & Life Blend.
People in Tech: Manufacturing & Research Europe 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 25% of people disagreeing (+2% 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 Tech: Manufacturing and Research Europe organizations.
1 I have seen positive changes taking place based on recent employee survey results | Action |
2 We have enough autonomy to perform our jobs effectively | Enablement |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 11% of people see themselves leaving within two years (+1% 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
0.4%
3 months to 6 months
0.94%
6 months to less than 1 year
3%
1 to less than 2 years
11%
2 to less than 4 years
19%
4 to less than 6 years
13%
6 to less than 10 years
20%
Greater than 10 years
32%