Western Europe (100-200) January 2026
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Information Technology & Services, Marketing & Advertising, Renewables & Environment, Telecommunications, Computer Games, Financial Services, Higher Education, Leisure, Travel & Tourism, Maritime
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0.12%
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 Western Europe (100-200) employees are engaged
This is in the bottom 35% compared with other regions.
The median eNPS score for organizations in this benchmark is 4 and is in the bottom 29% compared with other regions.
How does Western Europe (100-200) compare?
People in Western Europe (100-200) were much more positive than average regarding Inclusion.
On the lower side, people in Western Europe (100-200) had much lower favorable scores than average in Action, Feedback & Recognition, and Company Performance.
People working in Western Europe (100-200) are more engaged than Benelux. People working in Western Europe (100-200) are less engaged than Eastern Europe, APAC, North America, and Middle East.
The highest scoring question for Western Europe (100-200) had 91% of people agreeing that they know how their work contributes to the goals of %[Company]% (+2% compared to overall) while they were generally most positive about Inclusion.
People in Western Europe (100-200) 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 21% of people disagreeing (+3% above average).
How long do people stay?
In the short term, 26% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+6% compared to overall) while on a longer time frame, 13% of people see themselves leaving within two years (+3% 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
1%
3 months to 6 months
5%
6 months to less than 1 year
9%
1 to less than 2 years
21%
2 to less than 4 years
31%
4 to less than 6 years
15%
6 to less than 10 years
12%
Greater than 10 years
7%