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 500–1000 employees.
~2.5m
Questions answered
in last 12 months
~150
Organizations
These insights represent ~2.5m questions answered from ~150 organizations, ranging in size from 10 to 1,000 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
Computer Software
25%
Information Technology and Services
8%
Internet
6%
Pharmaceuticals
4%
Marketing and Advertising
4%
Hospital & Health Care
4%
Public Relations and Communications
3%
Retail
3%
Hospitality
3%
Electrical/Electronic Manufacturing
3%
Food & Beverages
2%
Architecture & Planning
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 bottom 46% 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 see myself still working at [Company] in two years' time | 65% 2% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 70% 1% above global average |
I would recommend [Company] as a great place to work | 82% Same as 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 |
People working in North America 500–1000) are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in North America 500–1000) are less engaged than Hospitality Female, Construction & Heavy Industry 200–500), New Tech 0–100), and Technology Science Research Northern America.
The highest scoring question for North America 500–1000) had 89% 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 North America 500–1000) were generally least favourable about Service & Quality Focus, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 21% of people disagreeing (+1% 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 (500–1000) 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 North America (500–1000) organizations.
1 I have confidence in the leaders at [Company] | 70% favorable Leadership |
2 The leaders at [Company] have communicated a vision that motivates me | 68% favorable Leadership |
3 I believe there are good career opportunities for me at [Company] | 65% favorable Learning & Development |
4 [Company] is in a position to really succeed over the next three years | 76% favorable Company Performance |
5 The leaders at [Company] demonstrate that people are important to the company's success | 71% favorable Leadership |
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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] | 70% favorable Leadership |
2 I believe there are good career opportunities for me at [Company] | 65% favorable Learning & Development |
3 [Company] is in a position to really succeed over the next three years | 76% favorable Company Performance |
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 | 3.8 stars (+0) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 69.0% (-2) |
CEO Approval | 83.0% (-1) |
Organizations in the North America (500–1000) benchmark on average gave 9% 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 (500–1000)
9%
People in North America 500–1000) were much more positive than average regarding Decision Making.
On the lower side, People in North America 500–1000) had much lower favorable scores than average in Voice.
Insights data provided by Culture Amp.
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