Hospital & Health Care APAC July 2026
~1m
Questions answered
over 12 months- /
~40
Organizations
These insights represent ~1m questions answered from ~40 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
Reported gender breakdown
Female
80%
Male
20%
Non-Binary
0.01%
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.
69% of Hospital and Health Care APAC employees are engaged
This is in the top 49% compared with the overall average.
The median eNPS score for organizations in this benchmark is 16 and is in the top 47% compared with the overall average.
How does Hospital and Health Care APAC compare?
People in Hospital & Health Care APAC were much more positive than average regarding Company Performance and Inclusion.
On the lower side, people in Hospital & Health Care APAC had much lower favorable scores than average in Innovation, Learning & Development, and Management.
People working in Hospital & Health Care APAC are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Hospital & Health Care APAC are less engaged than Consulting & Staffing Asia, Software Engineer Canada, Construction & Heavy Industry (100-200), and Computer & Network Security.
The highest scoring question for Hospital & Health Care APAC had 90% of people agreeing that they know what they need to do to be successful in their role (+4% compared to overall) while they were generally most positive about Inclusion.
People in Hospital & Health Care APAC 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 22% of people disagreeing (+5% 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 Hospital and Health Care APAC organizations.
1 %[Company]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
2 %[Company]% really allows us to make a positive difference | Social Connection |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 20% 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).
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
3%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
17%
2 to less than 4 years
27%
4 to less than 6 years
12%
6 to less than 10 years
12%
Greater than 10 years
14%