The non-profit benchmark is representative of the not for profit sector. These organizations tend to be highly mission driven and often in service of disadvantaged groups and indivudals. Employees in this sector tend to work in nonprofit management, public policy, civic service and philanthropy.
~645k
Questions answered
in last 12 months
~55
Organizations
These insights represent ~645k questions answered from ~55 organizations, ranging in size from 10 to 4,700 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
Non-Profit Organization Management
71%
Nonprofit Organization Management
17%
Public Policy
6%
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 30% compared with the overall average.
The average eNPS score for organizations in this benchmark is 19 and is in the top 36% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I am proud to work for [Company] | 90% 4% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 71% 2% above global average |
I would recommend [Company] as a great place to work | 82% Same as global average |
I see myself still working at [Company] in two years' time | 59% 4% below global average |
I rarely think about looking for a job at another company | 48% 7% below global average |
People working in Non Profits Northern America are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in Non Profits Northern America are less engaged than Finance Male, New Tech Oceania, Finance North America, and Finance Northern America.
The highest scoring question for Non Profits Northern America had 94% of People agreeing that they understand how their work contributes to [company]'s mission (+2% compared to overall) while they were generally most positive about Social Connection.
People in Non Profits Northern America 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 27% of people disagreeing (+7% 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 Nonprofit (Northern America) 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 Nonprofit (Northern America) organizations.
1 I have confidence in the leaders at [Company] | 74% favorable Leadership |
2 I believe action will take place as a result of this survey | 51% favorable Action |
3 I have access to the learning and development I need to do my job well | 76% favorable Learning & Development |
4 Generally, the right people are rewarded and recognized at [Company] | 55% favorable Feedback & Recognition |
5 I feel like I belong at [Company] | 78% favorable Belonging |
In the short term, 28% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+8% compared to overall) while on a longer time frame, 16% of people see themselves leaving within two years (+4% 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] | 74% favorable Leadership |
2 I believe there are good career opportunities for me at [Company] | 56% favorable Learning & Development |
3 [Company]'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | 76% favorable Social Connection |
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 | 3.6 stars (-0.2) |
Culture and Values | 3.8 stars (-0.1) |
Work Life Balance | 3.65 stars (-0.1) |
Compensation and Benefits | 3.45 stars (-0.1) |
Career Opportunities | 3.15 stars (-0.4) |
Recommend to Friend | 68.0% (-3) |
CEO Approval | 78.0% (-6) |
Organizations in the Nonprofit (Northern America) benchmark on average gave 10% 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%
Nonprofit (Northern America)
10%
People in Non Profits Northern America were much more positive than average regarding Decision Making, Social Connection, and Contribution To Broader Purpose.
On the lower side, People in Non Profits Northern America had much lower favorable scores than average in Action, Voice, and Collaboration & Communication.
Insights data provided by Culture Amp.
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