The North America benchmark represents people who work in North America, including if their organizations have headquarters located in other locations. It covers all industries and functions. This benchmark only includes organizations of size - 200 employees.
~3m
Questions answered
in last 12 months
~400
Organizations
These insights represent ~3m questions answered from ~400 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
17%
Information Technology and Services
11%
Internet
11%
Financial Services
6%
Nonprofit Organization Management
5%
Marketing and Advertising
4%
Biotechnology
3%
Health, Wellness and Fitness
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 36% compared with the overall average.
The average eNPS score for organizations in this benchmark is 30 and is in the top 30% compared with the overall average.
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 | 61% 2% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 73% 2% above global average |
I am proud to work for [Company] | 88% 1% above global average |
I would recommend [Company] as a great place to work | 85% 1% above global average |
I see myself still working at [Company] in two years' time | 66% 1% below global average |
People working in North America (100-200) are similarly engaged as the overall average.
The highest scoring question for North America (100-200) had 93% 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 17% 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 (100 - 200) organizations.
[Company] effectively directs resources (funding, people and effort) towards company goals
The factor this relates most closely to is Company Performance
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 [Company] effectively directs resources (funding, people and effort) towards company goals | 63% favorable Company Performance |
2 I believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 70% favorable Service & Quality Focus |
4 I am satisfied with how decisions are made at [Company] | 54% favorable Decision Making |
5 [Company] is in a position to really succeed over the next three years | 79% favorable Company Performance |
In the short term, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 10% 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] | 54% favorable Decision Making |
2 I believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
3 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 70% favorable Service & Quality Focus |
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 | 4.0 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 | 75.0% (+4) |
CEO Approval | 88.0% (+4) |
Organizations in North America (100-200) tend to be very similar to the global all industries insights, with no significant departures from the average.
Insights data provided by Culture Amp.
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