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. This benchmark only includes Men employees. We use woman and man because most of our customers are using binary options.
~710k
Questions answered
in last 12 months
~55
Organizations
These insights represent ~710k questions answered from ~55 organizations, ranging in size from 10 to 4,600 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
67%
Medical Practice
23%
Veterinary
4%
Mental Health Care
4%
North America
84%
Oceania
12%
Europe
4%
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 top 38% compared with the overall average.
The average eNPS score for organizations in this benchmark is 18 and is in the top 40% compared with the overall average.
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 | 66% 3% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 70% 1% above global average |
I rarely think about looking for a job at another company | 56% 1% above global average |
I am proud to work for [Company] | 87% 1% above global average |
I would recommend [Company] as a great place to work | 83% 1% above global average |
Men working in Healthcare are more engaged than Marketing & Advertising Male, Public Relations & Communications Male, and Media & Marketing Male. Men working in Healthcare are less engaged than Investment Management Male.
The highest scoring question for Healthcare had 90% of Men agreeing that they know how their work contributes to the goals of [company] (+2% compared to overall) while they were generally most positive about Management.
Men in Healthcare 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 14% of people disagreeing (+0% 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 (Male) organizations.
I have confidence in the leaders at [Company]
The factor this relates most closely to is Leadership
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 (Male) organizations.
1 I have confidence in the leaders at [Company] | 72% favorable Leadership |
2 The leaders at [Company] demonstrate that people are important to the company's success | 74% favorable Leadership |
3 [Company] effectively directs resources (funding, people and effort) towards company goals | 62% favorable Company Performance |
4 I have access to the learning and development I need to do my job well | 80% favorable Learning & Development |
5 I have access to the things I need to do my job well | 80% favorable Enablement |
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+0% 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 I have confidence in the leaders at [Company] | 72% favorable Leadership |
2 [Company] effectively directs resources (funding, people and effort) towards company goals | 62% favorable Company Performance |
3 I have access to the learning and development I need to do my job well | 80% favorable Learning & Development |
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 | 3.45 stars (-0.4) |
Work Life Balance | 3.55 stars (-0.2) |
Compensation and Benefits | 3.3 stars (-0.3) |
Career Opportunities | 3.15 stars (-0.4) |
Recommend to Friend | 58.0% (-13) |
CEO Approval | 85.5% (+1.5) |
Organizations in the Healthcare (Male) benchmark on average gave 7% 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 (Male)
7%
Men in Healthcare were much more positive than average regarding Decision Making, Company Performance, and Social Connection.
On the lower side, Men in Healthcare had much lower favorable scores than average in Voice.
Insights data provided by Culture Amp.
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