Hospitality (200-500) July 2025
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Hospitality, Airlines/Aviation, Events Services, Leisure, Travel & Tourism
Most represented regions in this benchmark
Northern America
47%
Oceania
30%
Europe
20%
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.04%
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.
71% of Hospitality (200-500) employees are engaged
This is in the top 43% compared with other industries.
The median eNPS score for organizations in this benchmark is 25 and is in the top 8% compared with other industries.
How does Hospitality (200-500) compare?
On the lower side, people in Hospitality (200-500) had much lower favorable scores than average in Action, Collaboration & Communication, and Leadership.
People working in Hospitality (200-500) are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Hospitality (200-500) are less engaged than Investment Management, Legal Services, Banking, and Engaging Growth.
The highest scoring question for Hospitality (200-500) had 88% 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 Management.
People in Hospitality (200-500) 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 25% of people disagreeing (+2% above average).
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+1% 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
4%
3 months to 6 months
6%
6 months to less than 1 year
14%
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
13%