Healthcare United States July 2025
~2.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~2.5m questions answered from ~150 organizations, collected between July 2024 and June 2025.
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
Most represented industries in this benchmark
Hospital & Health Care, Medical Practice, Individual & Family Services, Mental Health Care, Alternative Medicine, Veterinary
Reported gender breakdown
Female
69%
Male
30%
Non-Binary
0.21%
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.
71% of Healthcare United States employees are engaged
This is in the top 47% compared with the overall average.
The median eNPS score for organizations in this benchmark is 15 and is in the top 47% compared with the overall average.
How does Healthcare United States compare?
People in Healthcare United States were much more positive than average regarding Growth and Social Connection.
On the lower side, people in Healthcare United States had much lower favorable scores than average in Equity and Action.
People working in Healthcare United States are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Healthcare United States are less engaged than Saudi Arabia, Indonesia, Food & Beverage (0-100), and Southeast Asia (0-100).
The highest scoring question for Healthcare United States had 90% of people agreeing that they know how their work contributes to the goals of %[Company]% (+1% compared to overall) while they were generally most positive about Diversity.
People in Healthcare United States were generally least favourable about Equity, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 18% of people disagreeing (+4% above average).
Which questions matter the most?
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 Healthcare United States organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 9% of people see themselves leaving within two years (-1% 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
2%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
18%
2 to less than 4 years
28%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
13%