Hospital & Health Care United States July 2025
~1.6m
Questions answered
over 12 months- /
~90
Organizations
These insights represent ~1.6m questions answered from ~90 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
Reported gender breakdown
Female
67%
Male
33%
Non-Binary
0.16%
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.
72% of Hospital and Health Care United States employees are engaged
This is in the top 43% compared with the overall average.
The median eNPS score for organizations in this benchmark is 18 and is in the top 31% compared with the overall average.
How does Hospital and Health Care United States compare?
People in Hospital & Health Care United States were much more positive than average regarding Company Performance, Social Connection, and Growth.
On the lower side, people in Hospital & Health Care United States had much lower favorable scores than average in Equity and Action.
People working in Hospital & Health Care United States are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Hospital & Health Care United States are less engaged than Construction North America, Indonesia 1000+, Construction United States, and Financial Services Asia.
The highest scoring question for Hospital & Health Care United States had 91% 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 Hospital & Health Care 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 (+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 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]% have communicated a vision that motivates me | Leadership |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 19% 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
4%
6 months to less than 1 year
9%
1 to less than 2 years
17%
2 to less than 4 years
28%
4 to less than 6 years
12%
6 to less than 10 years
14%
Greater than 10 years
15%