Hospitality United States July 2026
~730k
Questions answered
over 12 months- /
~40
Organizations
These insights represent ~730k questions answered from ~40 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
0.03%
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 United States employees are engaged
This is in the bottom 44% compared with the overall average.
The median eNPS score for organizations in this benchmark is 21 and is in the top 25% compared with the overall average.
How does Hospitality United States compare?
On the lower side, people in Hospitality United States had much lower favorable scores than average in Action, Collaboration & Communication, and Leadership.
People working in Hospitality United States are more engaged than Management Consulting United Kingdom, Management Consulting Europe, Information Technology & Services Germany, and Consulting & Staffing United Kingdom. People working in Hospitality United States are less engaged than Internet APAC, New Tech (100-200), Tech: Manufacturing & Research North America, and Financial Services United States.
The highest scoring question for Hospitality United States 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 Management.
People in Hospitality United States 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 United States organizations.
1 Most of the systems and processes here support us getting our work done effectively | Remote Work Enablement and environment |
2 The products and services %[Company]% provides are as good as, or better than, our main competitors | 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, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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
13%
6 months to less than 1 year
10%
1 to less than 2 years
18%
2 to less than 4 years
23%
4 to less than 6 years
9%
6 to less than 10 years
8%
Greater than 10 years
13%