Hospitality North America January 2026
~675k
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~675k questions answered from ~45 organizations, collected between January 2025 and December 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, Leisure, Travel & Tourism, Airlines/Aviation, Events Services
Reported gender breakdown
Male
50%
Female
50%
Non-Binary
0.05%
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.
73% of Hospitality North America employees are engaged
This is in the top 43% compared with the overall average.
The median eNPS score for organizations in this benchmark is 23 and is in the top 20% compared with the overall average.
How does Hospitality North America compare?
People in Hospitality North America were much more positive than average regarding Feedback & Recognition and Inclusion.
People working in Hospitality North America are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Hospitality North America are less engaged than Consulting & Staffing Asia, South America (1000-5000), Computer Software Asia, and South America (500-1000).
The highest scoring question for Hospitality North America had 92% 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 Hospitality North America were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 15% of people disagreeing (+2% 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 people here make a good effort to consult other staff where appropriate | Collaboration & Communication |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 8% of people see themselves leaving within two years (-2% 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
8%
1 to less than 2 years
18%
2 to less than 4 years
28%
4 to less than 6 years
8%
6 to less than 10 years
11%
Greater than 10 years
17%