Healthcare United States July 2026
~1.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.5m questions answered from ~150 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Hospital & Health Care, Mental Health Care, Individual & Family Services, Medical Practice
Reported gender breakdown
Female
74%
Male
26%
Non-Binary
0.11%
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 46% compared with the overall average.
The median eNPS score for organizations in this benchmark is 14 and is in the bottom 48% compared with the overall average.
How does Healthcare United States compare?
People in Healthcare United States were much more positive than average regarding Company Performance, Social Connection, and Growth.
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 Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Healthcare United States are less engaged than Professional Services United States, Finance (100-200), Media & Marketing South Asia, and Individual & Family Services Oceania.
The highest scoring question for Healthcare United States had 91% 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 Growth.
People in Healthcare United States were generally least favourable about Equity, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at %[Company]%' with 25% of people disagreeing (+6% 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 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% 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
27%
4 to less than 6 years
16%
6 to less than 10 years
12%
Greater than 10 years
11%