Utilities Oceania January 2026
~0.8m
Questions answered
over 12 months- /
~40
Organizations
These insights represent ~0.8m questions answered from ~40 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
Reported gender breakdown
Male
69%
Female
31%
Non-Binary
0.18%
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 Oceania employees are engaged
This is in the bottom 35% compared with the overall average.
The median eNPS score for organizations in this benchmark is 7 and is in the bottom 27% compared with the overall average.
How does Utilities Oceania compare?
On the lower side, people in Utilities Oceania had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
People working in Utilities Oceania are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Utilities Oceania are less engaged than Resources & Utilities APAC, Insurance Australia, Automotive & Machinery, and Oceania (100-200).
The highest scoring question for Utilities Oceania had 86% of people agreeing that their manager genuinely cares about their wellbeing (-1% compared to overall) while they were generally most positive about Management.
People in Utilities Oceania 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 25% of people disagreeing (+11% 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 Oceania organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I have seen positive changes taking place based on recent employee survey results | Action |
3 I have access to the things I need to do my job well | Enablement (outcome) |
How long do people stay?
In the short term, 25% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% 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
2%
3 months to 6 months
2%
6 months to less than 1 year
5%
1 to less than 2 years
15%
2 to less than 4 years
20%
4 to less than 6 years
9%
6 to less than 10 years
12%
Greater than 10 years
34%