Western Europe > 5000 January 2026
~1.2m
Questions answered
over 12 months- /
~75
Organizations
These insights represent ~1.2m questions answered from ~75 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
Financial Services, Marketing & Advertising, Biotechnology, Electrical/Electronic Manufacturing, Higher Education, Hospital & Health Care, Information Technology & Services, Nonprofit Organization Management, Pharmaceuticals, Computer & Network Security
Reported gender breakdown
Male
51%
Female
49%
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 > 5000 employees are engaged
This is in the bottom 35% compared with other regions.
The median eNPS score for organizations in this benchmark is 5 and is in the bottom 31% compared with other regions.
How does Western Europe > 5000 compare?
On the lower side, people in Western Europe > 5000 had much lower favorable scores than average in Equity, Action, and Feedback & Recognition.
People working in Western Europe > 5000 are more engaged than Benelux. People working in Western Europe > 5000 are less engaged than Eastern Europe, APAC, North America, and Middle East.
The highest scoring question for Western Europe > 5000 had 85% of people agreeing that they know what they need to do to be successful in their role (-2% compared to overall) while they were generally most positive about Management.
People in Western Europe > 5000 were generally least favourable about Equity, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 33% 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 Western Europe > 5000 organizations.
1 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
2 The information I need to do my job effectively is readily available | Enablement (outcome) |
3 We hold ourselves and our team members accountable for results | Teamwork & Ownership |
How long do people stay?
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 9% 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
1%
3 months to 6 months
2%
6 months to less than 1 year
4%
1 to less than 2 years
11%
2 to less than 4 years
20%
4 to less than 6 years
11%
6 to less than 10 years
16%
Greater than 10 years
35%