Hospitality July 2025
~3.5m
Questions answered
over 12 months- /
~70
Organizations
These insights represent ~3.5m questions answered from ~70 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
Hospitality, Airlines/Aviation, Leisure, Travel & Tourism, Events Services
Most represented regions in this benchmark
Northern America
37%
Europe
31%
Asia
14%
MEA
10%
Latin America
4%
Oceania
4%
Reported gender breakdown
Male
58%
Female
42%
Non-Binary
0.1%
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.
70% of Hospitality employees are engaged
This is in the top 47% compared with other industries.
The median eNPS score for organizations in this benchmark is 23 and is in the top 14% compared with other industries.
How does Hospitality compare?
People in Hospitality were much more positive than average regarding Inclusion and Growth.
On the lower side, people in Hospitality had much lower favorable scores than average in Equity, Learning & Development, and Enablement.
People working in Hospitality are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Hospitality are less engaged than Biotechnology, Accounting, Computer & Network Security, and Investment Management.
The highest scoring question for Hospitality had 89% of people agreeing that they know what they need to do to be successful in their role (+2% compared to overall) while they were generally most positive about Growth.
People in Hospitality were generally least favourable about Equity, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 26% of people disagreeing (+3% 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 Hospitality organizations.
1 Generally, the right people are rewarded and recognized at %[Company]% | Feedback & Recognition |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 22% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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
6%
3 months to 6 months
12%
6 months to less than 1 year
12%
1 to less than 2 years
20%
2 to less than 4 years
22%
4 to less than 6 years
6%
6 to less than 10 years
9%
Greater than 10 years
13%