The healthcare benchmark is representative of the hospital and healthcare sectors. The people these organizations tend to employ are predominantly medical professionals and allied health staff.
~5m
Questions answered
in last 12 months
~65
Organizations
These insights represent ~5m questions answered from ~65 organizations, ranging in size from 30 to 48,000 people, in the last 12 months.
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
Hospital & Health Care
69%
Medical Practice
21%
Mental Health Care
5%
Veterinary
3%
North America
87%
Oceania
11%
Europe
2%
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.
This is in the bottom 34% compared with other industries.
The average eNPS score for organizations in this benchmark is 14 and is in the bottom 28% compared with other industries.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I see myself still working at [Company] in two years' time | 64% 1% above global average |
I am proud to work for [Company] | 85% 1% below global average |
I rarely think about looking for a job at another company | 54% 1% below global average |
I would recommend [Company] as a great place to work | 80% 2% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 66% 3% below global average |
People working in Healthcare are more engaged than Media Production & Publication. People working in Healthcare are less engaged than Hospitality, Legal, Medical Practice, and Investment Management.
The highest scoring question for Healthcare had 90% of People agreeing that they know how their work contributes to the goals of [company] (+0% compared to overall) while they were generally most positive about Work & Life Blend.
People in Healthcare 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 22% of people disagreeing (+2% above average).
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 Healthcare organizations.
[Company] effectively directs resources (funding, people and effort) towards company goals
The factor this relates most closely to is Company Performance
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 Healthcare organizations.
1 [Company] effectively directs resources (funding, people and effort) towards company goals | 60% favorable Company Performance |
2 [Company] is in a position to really succeed over the next three years | 74% favorable Company Performance |
3 I have confidence in the leaders at [Company] | 69% favorable Leadership |
4 [Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | 74% favorable Social Connection |
5 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 67% favorable Service & Quality Focus |
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% compared to overall) while on a longer time frame, 10% of people see themselves leaving within two years (-2% compared to overall).
The following questions had the biggest impact on whether individuals felt that they were planning to stay at their organization and not actively looking for alternative jobs.
1 [Company] is in a position to really succeed over the next three years | 74% favorable Company Performance |
2 [Company] effectively directs resources (funding, people and effort) towards company goals | 60% favorable Company Performance |
3 I have access to the things I need to do my job well | 78% favorable Enablement |
We’ve connected the employee feedback data for each company included in the benchmark with ratings from Glassdoor.com, which is one of the world’s largest job and recruiting sites combined with a growing database of company reviews, CEO approval ratings and more.
Overall Rating | 3.4 stars (-0.4) |
Culture and Values | 3.3 stars (-0.6) |
Work Life Balance | 3.4 stars (-0.4) |
Compensation and Benefits | 3.2 stars (-0.4) |
Career Opportunities | 3.1 stars (-0.4) |
Recommend to Friend | 57.0% (-14) |
CEO Approval | 84.0% (+0) |
Organizations in the Healthcare benchmark on average gave 6% of employees access to reports with their survey results. This is below the overall average of 10% and demonstrates that organizations in this benchmark are more likely to share via offline and traditional formats.
An interesting reference point is that the average proportion of managers in organizations is 12-15%, with some industries higher than others (New Tech was closer to 20%).
Global average
10%
Healthcare
6%
People in Healthcare were much more positive than average regarding Decision Making and Social Connection.
On the lower side, People in Healthcare had much lower favorable scores than average in Voice, Fairness, and Leadership.
Below are the most common areas that organizations in Healthcare choose to take action on using the Culture Amp platform. Actions varied from changing or iterating on an All Hands meeting, introducing new skip level 1:1s, to introducing an organizational transparency report.
1 At [Company] there is open and honest two-way communication | 59% favorable Collaboration & Communication |
2 I believe there are good career opportunities for me at [Company] | 58% favorable Learning & Development |
3 The leaders at [Company] have communicated a vision that motivates me | 64% favorable Leadership |
Insights data provided by Culture Amp.
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