Hospitality North America July 2026
~0.9m
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~0.9m questions answered from ~45 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, Leisure, Travel & Tourism, Airlines/Aviation, Events Services
Reported gender breakdown
Male
56%
Female
44%
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.
70% of Hospitality North America employees are engaged
This is in the bottom 49% compared with the overall average.
The median eNPS score for organizations in this benchmark is 23 and is in the top 18% compared with the overall average.
How does Hospitality North America compare?
People in Hospitality North America were much more positive than average regarding Service & Quality Focus.
On the lower side, people in Hospitality North America had much lower favorable scores than average in Collaboration & Communication, Learning & Development, and Teamwork & Ownership.
People working in Hospitality North America are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Hospitality North America are less engaged than Retail (100-200), New Tech APAC, United States (0-100), and Resources & Utilities United States.
The highest scoring question for Hospitality North America had 89% 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 Management.
People in Hospitality North America 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 27% 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 Hospitality North America organizations.
1 Most of the systems and processes here support us getting our work done effectively | Remote Work Enablement and environment |
2 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
3 Most people here make a good effort to consult other staff where appropriate | Collaboration & Communication |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% 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
5%
3 months to 6 months
12%
6 months to less than 1 year
9%
1 to less than 2 years
17%
2 to less than 4 years
23%
4 to less than 6 years
9%
6 to less than 10 years
9%
Greater than 10 years
16%