The North America benchmark represents people who work in North America. It covers all industries and functions. The benchmark includes people who work in North America but their organizations have headquarters in other countries. This benchmark only includes organizations of size 100–200 employees.
~1.5m
Questions answered
in last 12 months
~300
Organizations
These insights represent ~1.5m questions answered from ~300 organizations, ranging in size from 10 to 300 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
Computer Software
31%
Information Technology and Services
9%
Internet
5%
Hospital & Health Care
3%
Investment Banking
3%
Wholesale
3%
Non-Profit Organization Management
3%
Commercial Real Estate
3%
Computer & Network Security
3%
Pharmaceuticals
2%
Management Consulting
2%
Public Relations and Communications
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 top 29% compared with the overall average.
The average eNPS score for organizations in this benchmark is 22 and is in the top 24% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
[Company] motivates me to go beyond what I would in a similar role elsewhere | 73% 4% above global average |
I rarely think about looking for a job at another company | 57% 2% above global average |
I am proud to work for [Company] | 88% 2% above global average |
I would recommend [Company] as a great place to work | 84% 2% above global average |
I see myself still working at [Company] in two years' time | 63% Same as global average |
People working in North America 100–200) are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in North America 100–200) are less engaged than New Tech South Asia, Construction & Heavy Industry United States, Investment Management Male, and Investment Management Northern America.
The highest scoring question for North America 100–200) had 91% of People agreeing that they know how their work contributes to the goals of [company] (+2% compared to overall) while they were generally most positive about Work & Life Blend.
People in North America 100–200) 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 20% 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 North America (100–200) organizations.
The leaders at [Company] demonstrate that people are important to the company's success
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 North America (100–200) organizations.
1 The leaders at [Company] demonstrate that people are important to the company's success | 76% favorable Leadership |
2 [Company] is a great company for me to make a contribution to my development | 79% favorable Learning & Development |
3 I have confidence in the leaders at [Company] | 76% favorable Leadership |
4 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 66% favorable Service & Quality Focus |
5 I believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% 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 believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
2 I am happy with my current role relative to what was described to me | 77% favorable Alignment & Involvement |
3 The leaders at [Company] demonstrate that people are important to the company's success | 76% favorable Leadership |
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 | 4.0 stars (+0.2) |
Culture and Values | 4.1 stars (+0.2) |
Work Life Balance | 4.0 stars (+0.2) |
Compensation and Benefits | 3.8 stars (+0.2) |
Career Opportunities | 3.7 stars (+0.2) |
Recommend to Friend | 76.0% (+5) |
CEO Approval | 86.0% (+2) |
Organizations in the North America (100–200) 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%
North America (100–200)
10%
People in North America 100–200) were much more positive than average regarding Fairness, Decision Making, and Leadership.
Insights data provided by Culture Amp.
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