Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Hospital & Health Care
67%
Medical Practice
20%
Veterinary
13%
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 45% compared with the overall average.
The average eNPS score for organizations in this benchmark is 9 and is in the bottom 7% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I would recommend [Company] as a great place to work | 75% 9% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 58% 13% below global average |
I am proud to work for [Company] | 74% 13% below global average |
I rarely think about looking for a job at another company | 64% 6% above global average |
I see myself still working at [Company] in two years time | 63% 4% below global average |
People working in Healthcare Europe are more engaged than Netherlands (500-1000), Government Administration APAC, Government Administration Oceania, and Government Oceania. People working in Healthcare Europe are less engaged than Australia (200-500), Professional Services United Kingdom, Non Profits Oceania, and North America 1000+.
The highest scoring question for Healthcare Europe had 90% of people agreeing that they are able to arrange time out from work when they need to (+4% compared to overall) while they were generally most positive about Alignment & Involvement.
People in Healthcare Europe 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 14% of people disagreeing (+0% above average).
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).
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 | 4.7 stars (+0.7) |
Senior Leadership | 4.9 stars (+1.4) |
Diversity and Inclusion | 4.6 stars (+0.5) |
Culture and Values | 5.0 stars (+1.2) |
Work Life Balance | 4.0 stars (+0.2) |
Compensation and Benefits | 4.4 stars (+0.8) |
Career Opportunities | 4.6 stars (+1.1) |
Recommend to Friend | 94.0% (+17.0) |
CEO Approval | 99.0% (+11.0) |
Tenure describes how long an employee has worked for their company: we know through our research that newly hired employees tend to be more positive than their tenured counterparts. Positivity declines sharply before bottoming out between two to six years, then rises slightly for those that remain.
The tenure composition of a benchmark can influence overall scores.
Less than 6 months
5%
6 months to less than 1 year
6%
1 to less than 2 years
10%
2 to less than 4 years
17%
4 to less than 6 years
11%
6 to 10 years
18%
Greater than 10 years
33%
Some of Engagement questions
Generally I believe my workload is reasonable for my role
I would recommend [Company] as a great place to work
[Company] motivates me to go beyond what I would in a similar role elsewhere
I am proud to work for [Company]
I rarely think about looking for a job at another company
I see myself still working at [Company] in two years time
The products and services [Company] provides are as good as or better than our main competitors
[Company] effectively directs resources funding people and effort towards company goals
[Company] is in a position to really succeed over the next three years
I am appropriately involved in decisions that affect my work
I know how my work contributes to the goals of [Company]
I know what I need to do to be successful in my role
Other departments at [Company] collaborate well with us to get the job done
At [Company] there is open and honest twoway communication
The information I need to do my job effectively is readily available
I have access to the things I need to do my job well
We have enough autonomy to perform our jobs effectively
Most of the systems and processes here support us getting our work done effectively
I receive appropriate recognition for good work at [Company]
My job performance is evaluated fairly
Generally the right people are rewarded and recognized at [Company]
When it is clear that someone is not delivering in their role we do something about it
We are encouraged to be innovative even though some of our initiatives may not succeed
The leaders at [Company] have communicated a vision that motivates me
The leaders at [Company] demonstrate that people are important to the companys success
The leaders at [Company] keep people informed about what is happening
I have access to the learning and development I need to do my job well
I am given opportunities to develop skills relevant to my interests
I believe there are good career opportunities for me at [Company]
My manager or someone in management has shown a genuine interest in my career aspirations
My manager gives me useful feedback on how well I am performing
My manager keeps me informed about what is happening at [Company]
My manager is a great role model for employees
My manager genuinely cares about my wellbeing
Daytoday decisions here demonstrate that quality and improvement are top priorities
[Company] really allows us to make a positive difference
Workloads are divided fairly among people where I work
I feel I am part of a team
We hold ourselves and our team members accountable for results
We are genuinely supported if we choose to make use of flexible working arrangements
I am able to arrange time out from work when I need to
I believe action will take place as a result of this survey
What is one thing your company could do to create a more inclusive culture
The work that we do at [Company] is important
I understand how my work contributes to [Company]s mission
I am satisfied with how decisions are made at [Company]
Perspectives like mine are included in the decision making at [Company]
[Company] values diversity
[Company] builds teams that are diverse
I am comfortable sharing my personal background and experiences at [Company]
I believe that my total compensation is fair relative to similar roles at [Company]
Administrative tasks that dont have a specific owner eg taking notes in meetings scheduling events cleaning up shared space are fairly divided at [Company]
I am provided the information I need to do my job well
People from all backgrounds have equal opportunities to succeed at [Company]
When there are career opportunities at [Company] I am aware of them
[Company] believes that people can always greatly improve their talents and abilities
I feel like I belong at [Company]
I feel respected at [Company]
I feel valued for the unique contribution I can make to [Company]
I feel safe to take risks at [Company]
I can be my authentic self at work
When I share my opinion it is valued
I can voice a contrary opinion without fear of negative consequences
People in Healthcare Europe were much more positive than average regarding Alignment & Involvement.
On the lower side, people in Healthcare Europe had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
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