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 - 500 employees.
~7.5m
Questions answered
in last 12 months
~500
Organizations
These insights represent ~7.5m questions answered from ~500 organizations, ranging in size from 10 to 2,400 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
17%
Internet
11%
Financial Services
7%
Information Technology and Services
7%
Marketing and Advertising
4%
Hospital & Health Care
4%
Nonprofit Organization Management
3%
Biotechnology
2%
Food & Beverages
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.
[Company] motivates me to go beyond what I would in a similar role elsewhere | 73% 2% above global average |
I would recommend [Company] as a great place to work | 85% 1% above global average |
I am proud to work for [Company] | 88% 1% above global average |
I see myself still working at [Company] in two years' time | 68% 1% above global average |
I rarely think about looking for a job at another company | 59% Same as global average |
People working in North America (200-500) are similarly engaged as the overall average.
The highest scoring question for North America (200-500) had 94% of people agreeing that they understand how their work contributes to [company]'s mission (+1% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
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 16% 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 North America (200 - 500) 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 (200 - 500) organizations.
1 I have confidence in the leaders at [Company] | 79% favorable Leadership |
2 [Company] is a great company for me to make a contribution to my development | 79% favorable Learning & Development |
3 [Company] effectively directs resources (funding, people and effort) towards company goals | 62% favorable Company Performance |
4 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 69% favorable Service & Quality Focus |
5 I believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
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 believe there are good career opportunities for me at [Company] | 66% favorable Learning & Development |
2 I am happy with my current role relative to what was described to me | 78% favorable Alignment & Involvement |
3 [Company] effectively directs resources (funding, people and effort) towards company goals | 62% 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 | 3.9 stars (+0.1) |
Culture and Values | 4.0 stars (+0.1) |
Work Life Balance | 3.9 stars (+0.1) |
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 (200-500) tend to be very similar to the global all industries insights, with no significant departures from the average.
Insights data provided by Culture Amp.
What makes Insights special? Gain a deeper understanding of how they work.
Your browser is out of date. Our website is built to provide a faster, more engaging experience. Your browser may not support all of our features. Please update to the latest version of Microsoft Edge or contact your network administrator.