The United States benchmark represents people who work in United States. It covers all industries and functions. The benchmark includes people who work in United States but their organizations have headquarters in other countries.
~23m
Questions answered
in last 12 months
~1k
Organizations
These insights represent ~23m questions answered from ~1k organizations, with in-region presence ranging in size from 10 to 28,400 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
27%
Information Technology and Services
9%
Internet
5%
Financial Services
3%
Non-Profit Organization Management
3%
Hospital & Health Care
3%
Insurance
2%
Investment Banking
2%
Food & Beverages
2%
Pharmaceuticals
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 33% compared with other countries.
The average eNPS score for organizations in this benchmark is 22 and is in the top 24% compared with other countries.
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 | 72% 3% above global average |
I am proud to work for [Company] | 88% 2% above global average |
I rarely think about looking for a job at another company | 57% 2% above global average |
I see myself still working at [Company] in two years' time | 65% 2% above global average |
I would recommend [Company] as a great place to work | 83% 1% above global average |
People working in United States are more engaged than Italy, New Zealand, France, and Ireland. People working in United States are less engaged than Mexico, Philippines, and China.
The highest scoring question for United States 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 Contribution to Broader Purpose.
People in United States 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 United States 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 United States organizations.
1 I have confidence in the leaders at [Company] | 75% favorable Leadership |
2 The leaders at [Company] demonstrate that people are important to the company's success | 72% favorable Leadership |
3 I am satisfied with how decisions are made at [Company] | 50% favorable Decision Making |
4 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 68% favorable Service & Quality Focus |
5 [Company] is a great company for me to make a contribution to my development | 78% favorable Learning & Development |
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 satisfied with how decisions are made at [Company] | 50% favorable Decision Making |
2 I have confidence in the leaders at [Company] | 75% favorable Leadership |
3 I believe there are good career opportunities for me at [Company] | 66% 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 | 3.8 stars (+0) |
Culture and Values | 3.9 stars (+0) |
Work Life Balance | 3.9 stars (+0.1) |
Compensation and Benefits | 3.7 stars (+0.1) |
Career Opportunities | 3.6 stars (+0.1) |
Recommend to Friend | 72.0% (+1) |
CEO Approval | 85.0% (+1) |
Organizations in the United States 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%
United States
10%
Organizations in United States tend to be very similar to the global all industries insights, with no significant departures from the average.
Below are the most common areas that organizations in United States choose to take action on using the Culture Amp platform. Actions varied from changing or iterating on an All Hands meeting, introducing new skip level 1:1s, to introducing an organizational transparency report.
1 At [Company] there is open and honest two-way communication | 66% favorable Collaboration & Communication |
2 I believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
3 I receive appropriate recognition for good work at [Company] | 69% favorable Feedback & Recognition |
Insights data provided by Culture Amp.
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