Hospitality 1000+ July 2026
~3m
Questions answered
over 12 months- /
~25
Organizations
These insights represent ~3m questions answered from ~25 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
Hospitality, Airlines/Aviation, Leisure, Travel & Tourism
Most represented regions in this benchmark
Northern America
54%
Europe
19%
MEA
11%
Oceania
8%
Asia
7%
Reported gender breakdown
Male
58%
Female
42%
Non-Binary
0.02%
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.
68% of Hospitality 1000+ employees are engaged
This is in the bottom 41% compared with other industries.
The median eNPS score for organizations in this benchmark is 16 and is in the bottom 48% compared with other industries.
How does Hospitality 1000+ compare?
People in Hospitality 1000+ were much more positive than average regarding Inclusion.
On the lower side, people in Hospitality 1000+ had much lower favorable scores than average in Leadership, Collaboration & Communication, and Social Connection.
People working in Hospitality 1000+ are more engaged than Local Councils AU & NZ and Local Councils Australia. People working in Hospitality 1000+ are less engaged than Architecture & Planning, Healthcare, Consumer Goods & Services, and Consumer Goods.
The highest scoring question for Hospitality 1000+ had 87% of people agreeing that they know what they need to do to be successful in their role (+0% compared to overall) while they were generally most positive about Inclusion.
People in Hospitality 1000+ were generally least favourable about Action, 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 30% of people disagreeing (+7% 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 1000+ organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 Our physical workspace is enjoyable to work in | Enablement |
3 Most of the systems and processes here support us getting our work done effectively | Remote Work Enablement and environment |
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, 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
4%
3 months to 6 months
9%
6 months to less than 1 year
11%
1 to less than 2 years
19%
2 to less than 4 years
25%
4 to less than 6 years
8%
6 to less than 10 years
10%
Greater than 10 years
14%