Hospital & Health Care Oceania July 2026
~1m
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~1m questions answered from ~35 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
81%
Male
19%
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 Oceania employees are engaged
This is in the bottom 46% compared with the overall average.
The median eNPS score for organizations in this benchmark is 15 and is in the bottom 50% compared with the overall average.
How does Hospital and Health Care Oceania compare?
On the lower side, people in Hospital & Health Care Oceania had much lower favorable scores than average in Collaboration & Communication, Innovation, and Leadership.
People working in Hospital & Health Care Oceania 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 Oceania are less engaged than Construction, Real Estate Oceania, Computer Software Canada, and New Tech (200-500).
The highest scoring question for Hospital & Health Care Oceania had 90% of people agreeing that they know what they need to do to be successful in their role (+3% compared to overall) while they were generally most positive about Work & Life Blend.
People in Hospital & Health Care Oceania 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 21% 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 Hospital and Health Care Oceania organizations.
1 %[Company]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
2 The products and services %[Company]% provides are as good as, or better than, our main competitors | Company Performance |
3 I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies | Alignment & Involvement |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 11% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
9%
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
15%