Utilities July 2026
~2m
Questions answered
over 12 months- /
~65
Organizations
These insights represent ~2m questions answered from ~65 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
Utilities
Most represented regions in this benchmark
Oceania
56%
Northern America
21%
Europe
20%
Reported gender breakdown
Male
68%
Female
32%
Non-Binary
0.08%
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.
66% of Utilities employees are engaged
This is in the bottom 36% compared with other industries.
The median eNPS score for organizations in this benchmark is 13 and is in the bottom 31% compared with other industries.
How does Utilities compare?
People in Utilities were much more positive than average regarding Growth and Ownership.
On the lower side, people in Utilities had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
People working in Utilities are more engaged than Local Councils AU & NZ. People working in Utilities are less engaged than Automotive & Machinery, Resources & Utilities, Technology, Science, Research, and Cosmetics.
The highest scoring question for Utilities had 87% of people agreeing that their manager genuinely cares about their wellbeing (+0% compared to overall) while they were generally most positive about Management.
People in Utilities were generally least favourable about Action, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 26% of people disagreeing (+10% 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 Utilities organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (+0% 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
4%
6 months to less than 1 year
7%
1 to less than 2 years
14%
2 to less than 4 years
22%
4 to less than 6 years
10%
6 to less than 10 years
13%
Greater than 10 years
27%