Insurance United States July 2025
~660k
Questions answered
over 12 months- /
~35
Organizations
These insights represent ~660k questions answered from ~35 organizations, collected between July 2024 and June 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
Insurance
Reported gender breakdown
Female
62%
Male
38%
Non-Binary
0.09%
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.
75% of Insurance United States employees are engaged
This is in the top 36% compared with the overall average.
The median eNPS score for organizations in this benchmark is 29 and is in the top 10% compared with the overall average.
How does Insurance United States compare?
People in Insurance United States were much more positive than average regarding Feedback & Recognition, Collaboration & Communication, and Service & Quality Focus.
People working in Insurance United States are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Insurance United States are less engaged than Mexico (1000-5000), Finance Latin America, Mexico 1000+, and Consulting & Staffing Asia.
The highest scoring question for Insurance United States had 92% of people agreeing that they are able to arrange time out from work when they need to (+5% compared to overall) while they were generally most positive about Management.
People in Insurance 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 21% of people disagreeing (-2% below 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 Insurance United States organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
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, 17% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-3% compared to overall) while on a longer time frame, 6% of people see themselves leaving within two years (-4% 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
2%
3 months to 6 months
3%
6 months to less than 1 year
8%
1 to less than 2 years
13%
2 to less than 4 years
22%
4 to less than 6 years
10%
6 to less than 10 years
14%
Greater than 10 years
27%