North America (500-1000) July 2026
~3m
Questions answered
over 12 months- /
~350
Organizations
These insights represent ~3m questions answered from ~350 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
Computer Software, Information Technology & Services, Financial Services, Internet, Hospital & Health Care, Marketing & Advertising, Nonprofit Organization Management, Insurance, Pharmaceuticals, Computer & Network Security
Reported gender breakdown
Male
52%
Female
48%
Non-Binary
0.1%
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 North America (500-1000) employees are engaged
This is in the bottom 40% compared with other regions.
The median eNPS score for organizations in this benchmark is 14 and is in the top 44% compared with other regions.
How does North America (500-1000) compare?
People in North America (500-1000) were much more positive than average regarding Equity, Growth, and Your Manager.
On the lower side, people in North America (500-1000) had much lower favorable scores than average in Readiness, Overall Industries (Global) Wellbeing, and Vision.
People working in North America (500-1000) are more engaged than Benelux, Central Europe, DACH, and Nordic. People working in North America (500-1000) are less engaged than Asia, Latin America, South America, and Central America.
The highest scoring question for North America (500-1000) had 91% of people agreeing that they understand how their work contributes to %[Company]%'s mission (-2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in North America (500-1000) 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 13% 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 North America (500-1000) organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 Day-to-day decisions here demonstrate that quality and improvement are top priorities | Service & Quality Focus |
3 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 9% 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
2%
3 months to 6 months
4%
6 months to less than 1 year
9%
1 to less than 2 years
16%
2 to less than 4 years
24%
4 to less than 6 years
16%
6 to less than 10 years
14%
Greater than 10 years
14%