Non Profits (200-500) July 2025
~770k
Questions answered
over 12 months- /
~95
Organizations
These insights represent ~770k questions answered from ~95 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
Nonprofit Organization Management, Civic & Social Organization, Philanthropy, Public Safety, Libraries, Public Policy
Most represented regions in this benchmark
Northern America
45%
Oceania
38%
Europe
7%
Asia
6%
MEA
3%
Reported gender breakdown
Female
69%
Male
31%
Non-Binary
0.24%
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.
68% of Non Profits (200-500) employees are engaged
This is in the bottom 47% compared with other industries.
The median eNPS score for organizations in this benchmark is 12 and is in the bottom 27% compared with other industries.
How does Non Profits (200-500) compare?
People in Non Profits (200-500) were much more positive than average regarding Social Connection.
On the lower side, people in Non Profits (200-500) had much lower favorable scores than average in Overall Industries (Global) Wellbeing, Equity, and Feedback & Recognition.
People working in Non Profits (200-500) are more engaged than Government Administration and Higher Education. People working in Non Profits (200-500) are less engaged than Architecture & Planning, Renewables & Environment, Finance, and Legal.
The highest scoring question for Non Profits (200-500) had 91% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+1% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Non Profits (200-500) were generally least favourable about Decision Making, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 23% of people disagreeing (+7% 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 Non Profits (200-500) organizations.
1 The products and services %[Company]% provides are as good as, or better than, our main competitors | Company Performance |
2 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 23% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+3% compared to overall) while on a longer time frame, 11% of people see themselves leaving within two years (+1% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
16%
2 to less than 4 years
24%
4 to less than 6 years
11%
6 to less than 10 years
14%
Greater than 10 years
16%