Entertainment & Recreation (200-500) July 2025
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
Most represented industries in this benchmark
Entertainment, Museums & Institutions, Gambling & Casinos, Fine Art, Arts & Crafts
Most represented regions in this benchmark
Northern America
39%
Oceania
31%
MEA
16%
Europe
11%
Asia
2%
Reported gender breakdown
Male
50%
Female
49%
Non-Binary
0.38%
Are employees committed to their organizations?
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.
68% of Entertainment and Recreation (200-500) employees are engaged
This is in the bottom 47% compared with other industries.
The median eNPS score for organizations in this benchmark is 19 and is in the top 32% compared with other industries.
How does Entertainment and Recreation (200-500) compare?
On the lower side, people in Entertainment & Recreation (200-500) had much lower favorable scores than average in Action, Feedback & Recognition, and Service & Quality Focus.
People working in Entertainment & Recreation (200-500) are more engaged than Government Administration. People working in Entertainment & Recreation (200-500) are less engaged than Financial Services, Professional Services, Architecture & Planning, and Renewables & Environment.
The highest scoring question for Entertainment & Recreation (200-500) had 87% 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 Management.
People in Entertainment & Recreation (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 28% of people disagreeing (+11% above average).
How long do people stay?
In the short term, 25% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+5% compared to overall) while on a longer time frame, 14% of people see themselves leaving within two years (+4% compared to overall).
Understanding Tenure distributions
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.
Tenure distributions
Less than 3 months
4%
3 months to 6 months
6%
6 months to less than 1 year
9%
1 to less than 2 years
16%
2 to less than 4 years
26%
4 to less than 6 years
10%
6 to less than 10 years
13%
Greater than 10 years
15%