Western Europe (100-200) July 2026
~80k
Questions answered
over 12 months- /
~60
Organizations
These insights represent ~80k questions answered from ~60 organizations, collected between July 2025 and June 2026.
To ensure accuracy and stability of Emerging benchmarks we may use statistical sampling methods. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Computer Software, Information Technology & Services, Marketing & Advertising, Civic & Social Organization, Computer & Network Security, Computer Games, Leisure, Travel & Tourism, Nonprofit Organization Management, Oil & Energy, Renewables & Environment
Reported gender breakdown
Male
60%
Female
40%
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 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 30% compared with other regions.
How does Western Europe (100-200) compare?
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 less engaged than APAC, Eastern Europe, North America, and Middle East.
The highest scoring question for Western Europe (100-200) had 94% of people agreeing that We are genuinely supported if they choose to make use of flexible working arrangements (+11% compared to overall) while they were generally most positive about Work & Life Blend.
People in Western Europe (100-200) 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 17% of people disagreeing (+4% above average).
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+2% 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
4%
6 months to less than 1 year
10%
1 to less than 2 years
18%
2 to less than 4 years
28%
4 to less than 6 years
14%
6 to less than 10 years
12%
Greater than 10 years
13%