Utilities January 2026
~2m
Questions answered
over 12 months- /
~65
Organizations
These insights represent ~2m questions answered from ~65 organizations, collected between January 2025 and December 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
Utilities
Most represented regions in this benchmark
Oceania
47%
Northern America
30%
Europe
15%
Asia
4%
Latin America
3%
Reported gender breakdown
Male
70%
Female
30%
Non-Binary
0.11%
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.
68% of Utilities employees are engaged
This is in the bottom 43% 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?
On the lower side, people in Utilities had much lower favorable scores than average in Action, Feedback & Recognition, and Company Performance.
People working in Utilities are more engaged than Public Relations & Communications, Higher Education, and Government Administration. People working in Utilities are less engaged than Oil & Energy, Tech: Manufacturing & Research, Professional Services, and Hospital & Health Care.
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 'I have seen positive changes taking place based on recent employee survey results' with 19% of people disagreeing (+5% 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 Generally, the right people are rewarded and recognized at %[Company]% | Feedback & Recognition |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
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, 9% 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
3%
3 months to 6 months
4%
6 months to less than 1 year
7%
1 to less than 2 years
15%
2 to less than 4 years
21%
4 to less than 6 years
10%
6 to less than 10 years
12%
Greater than 10 years
27%