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. This benchmark only includes organizations of size 0–100 employees.
~735k
Questions answered
in last 12 months
~300
Organizations
These insights represent ~735k questions answered from ~300 organizations, ranging in size from 10 to 100 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
10%
Non-Profit Organization Management
6%
Internet
3%
Investment Management
3%
Insurance
3%
Management Consulting
3%
Hospital & Health Care
3%
Electrical/Electronic Manufacturing
2%
Public Relations and Communications
2%
Food & Beverages
2%
Education Management
2%
Pharmaceuticals
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 12% compared with the overall average.
The average eNPS score for organizations in this benchmark is 26 and is in the top 14% 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 | 75% 6% above global average |
I am proud to work for [Company] | 90% 4% above global average |
I rarely think about looking for a job at another company | 59% 4% above global average |
I would recommend [Company] as a great place to work | 85% 3% above global average |
I see myself still working at [Company] in two years' time | 65% 2% above global average |
People working in United States 0–100) are more engaged than Professional Services DACH, Marketing & Advertising Female, Professional Services Western Europe, and Retail United Kingdom. People working in United States 0–100) are less engaged than Investment Management United States, New Tech Eastern Europe, and China 1000+).
The highest scoring question for United States 0–100) had 92% of People agreeing that they know how their work contributes to the goals of [company] (+3% compared to overall) while they were generally most positive about Work & Life Blend.
People in United States 0–100) 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 18% of people disagreeing (-2% below 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 (0–100) 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 (0–100) organizations.
1 I have confidence in the leaders at [Company] | 78% favorable Leadership |
2 [Company] is in a position to really succeed over the next three years | 78% favorable Company Performance |
3 The leaders at [Company] demonstrate that people are important to the company's success | 76% favorable Leadership |
4 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 71% favorable Service & Quality Focus |
5 [Company] effectively directs resources (funding, people and effort) towards company goals | 62% favorable Company Performance |
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 11% of people see themselves leaving within two years (-1% 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] | 78% favorable Leadership |
2 [Company] is in a position to really succeed over the next three years | 78% favorable Company Performance |
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 | 4.05 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 | 3.8 stars (+0.2) |
Recommend to Friend | 76.5% (+5.5) |
CEO Approval | 83.5% (-0.5) |
Organizations in the United States (0–100) benchmark on average gave 14% of employees access to reports with their survey results. This is higher than average and demonstrates that organizations in this benchmark tend to be more transparent with their survey results to leaders and managers.
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%).
United States (0–100)
14%
Global average
10%
People in United States 0–100) were much more positive than average regarding Action, Feedback & Recognition, and Fairness.
Insights data provided by Culture Amp.
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