Insurance United States January 2026
~0.9m
Questions answered
over 12 months- /
~45
Organizations
These insights represent ~0.9m 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
Insurance
Reported gender breakdown
Female
62%
Male
38%
Non-Binary
0.21%
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.
72% of Insurance United States employees are engaged
This is in the top 43% 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 Innovation and Inclusion.
On the lower side, people in Insurance United States had much lower favorable scores than average in Voice.
People working in Insurance United States are more engaged than Nonprofit Organization Management United Kingdom, Creative & Media Central Europe, Manufacturing Japan, and Computer Software Benelux. People working in Insurance United States are less engaged than Finance United States, Legal Services, Investment Management (200-500), and Asia.
The highest scoring question for Insurance United States had 90% of people agreeing that they know how their work contributes to the goals of %[Company]% (+0% 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 'When it is clear that someone is not delivering in their role we do something about it' with 17% of people disagreeing (+0% 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 Insurance United States organizations.
1 We are genuinely supported if we choose to make use of flexible working arrangements | Wellbeing Culture |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 %[Company]%'s commitment to social responsibility (e.g. community support, sustainability, etc.) is genuine | Social Connection |
How long do people stay?
In the short term, 16% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-4% compared to overall) while on a longer time frame, 7% of people see themselves leaving within two years (-3% 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
7%
1 to less than 2 years
13%
2 to less than 4 years
23%
4 to less than 6 years
11%
6 to less than 10 years
16%
Greater than 10 years
27%