Western Europe (500-1000) July 2025
~725k
Questions answered
over 12 months- /
~200
Organizations
These insights represent ~725k questions answered from ~200 organizations, collected between July 2024 and June 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
Computer Software, Information Technology & Services, Internet, Financial Services, Computer & Network Security, Pharmaceuticals, Telecommunications, Machinery
Reported gender breakdown
Male
61%
Female
39%
Non-Binary
0.1%
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 (500-1000) employees are engaged
This is in the bottom 34% compared with other regions.
The median eNPS score for organizations in this benchmark is 4 and is in the bottom 31% compared with other regions.
How does Western Europe (500-1000) compare?
People in Western Europe (500-1000) were much more positive than average regarding Voice.
On the lower side, people in Western Europe (500-1000) had much lower favorable scores than average in Equity, Action, and Feedback & Recognition.
People working in Western Europe (500-1000) are more engaged than Benelux. People working in Western Europe (500-1000) are less engaged than Oceania, Eastern Europe, APAC, and North America.
The highest scoring question for Western Europe (500-1000) had 86% of people agreeing that they are able to arrange time out from work when they need to (+0% compared to overall) while they were generally most positive about Management.
People in Western Europe (500-1000) were generally least favourable about Equity, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at %[Company]%' with 33% of people disagreeing (+12% 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 Western Europe (500-1000) organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 24% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+4% 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
7%
1 to less than 2 years
16%
2 to less than 4 years
31%
4 to less than 6 years
13%
6 to less than 10 years
14%
Greater than 10 years
13%