The People & Culture Platform | Culture Amp

Healthcare 2020

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

Industry breakdown

  • Hospital & Health Care

    69%

  • Medical Practice

    21%

  • Mental Health Care

    5%

  • Veterinary

    3%

Region breakdown

  • North America

    87%

  • Oceania

    11%

  • Europe

    2%

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.

70% of Healthcare employees are engaged

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.

Understanding the engagement questions

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

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).

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 Healthcare organizations.

1

[Company] effectively directs resources (funding, people and effort) towards company goals

60% favorable


The factor this relates most closely to is Company Performance

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 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

How long do people stay?

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
Average Glassdoor ratings

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)

Are staff empowered with results?

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%



  • How does Healthcare compare?

    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.

    What are organizations focussing on?

    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. For a complete overview of 2021 Insights (Culture Amp Platform benchmarks) visit the Culture Amp Support Guide.

    What makes Insights special? Gain a deeper understanding of how they work.

    Learn more about Insights with Culture Amp’s benchmarks

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