Utilities Oceania July 2026
~1m
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~1m questions answered from ~45 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
Reported gender breakdown
Male
67%
Female
33%
Non-Binary
0.09%
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 Utilities Oceania employees are engaged
This is in the bottom 33% compared with the overall average.
The median eNPS score for organizations in this benchmark is 4 and is in the bottom 20% compared with the overall average.
How does Utilities Oceania compare?
People in Utilities Oceania were much more positive than average regarding Growth.
On the lower side, people in Utilities Oceania had much lower favorable scores than average in Action, Company Performance, and Feedback & Recognition.
People working in Utilities Oceania are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Utilities Oceania are less engaged than Resources & Utilities (200-500), Retail Australia, Computer Software 1000+, and Computer Software (1000-5000).
The highest scoring question for Utilities Oceania 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 Oceania 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 27% 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 Oceania organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies | Alignment & Involvement |
3 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
How long do people stay?
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% 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
2%
3 months to 6 months
3%
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
12%
Greater than 10 years
30%