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North America (200–500) 2020

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 200–500 employees.

  • ~3m

    Questions answered
    in last 12 months

  • /
  • ~350

    Organizations

These insights represent ~3m questions answered from ~350 organizations, ranging in size from 10 to 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

Industry breakdown

  • Computer Software

    30%

  • Information Technology and Services

    10%

  • Internet

    7%

  • Financial Services

    4%

  • Investment Banking

    3%

  • Wholesale

    3%

  • Insurance

    2%

  • Non-Profit Organization Management

    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.

72% of North America (200–500) employees are engaged

This is in the top 43% 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.

Understanding the engagement questions

Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.

I rarely think about looking for a job at another company

57%

2% above global average

[Company] motivates me to go beyond what I would in a similar role elsewhere

71%

2% above global average

I see myself still working at [Company] in two years' time

64%

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

82%

Same as global average

The highest scoring question for North America 200–500) had 90% of People agreeing that they know how their work contributes to the goals of [company] (+1% compared to overall) while they were generally most positive about Management.


People in North America 200–500) 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).

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 North America (200–500) organizations.

1

I have confidence in the leaders at [Company]

74% favorable


The factor this relates most closely to is Leadership

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 North America (200–500) organizations.

1

I have confidence in the leaders at [Company]

74% favorable

Leadership
2

The leaders at [Company] demonstrate that people are important to the company's success

72% favorable

Leadership
3

[Company] is a great company for me to make a contribution to my development

79% favorable

Learning & Development
4

Day-to-day decisions here demonstrate that quality and improvement are top priorities

68% favorable

Service & Quality Focus
5

I believe there are good career opportunities for me at [Company]

66% favorable

Learning & Development

How long do people stay?

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 am happy with my current role relative to what was described to me

76% favorable

Alignment & Involvement
2

I have confidence in the leaders at [Company]

74% favorable

Leadership
3

Day-to-day decisions here demonstrate that quality and improvement are top priorities

68% favorable

Service & Quality Focus
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

3.9 stars (+0.1)

Culture and Values

4.0 stars (+0.1)

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

74.0% (+3)

CEO Approval

86.5% (+2.5)

Are staff empowered with results?

Organizations in the North America (200–500) 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 (200–500)


    10%



  • How does North America (200–500) compare?

    People in North America 200–500) were much more positive than average regarding Fairness, Decision Making, and Learning & Development.


    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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