Professional Services (200-500) July 2025
~1.9m
Questions answered
over 12 months- /
~250
Organizations
These insights represent ~1.9m questions answered from ~250 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
Financial Services, Management Consulting, Insurance, Banking, Investment Management, Real Estate, Architecture & Planning, Accounting, Investment Banking, Law Practice
Most represented regions in this benchmark
Northern America
38%
Oceania
32%
Europe
21%
Asia
4%
MEA
4%
Reported gender breakdown
Male
50%
Female
50%
Non-Binary
0.16%
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 Professional Services (200-500) employees are engaged
This is in the top 45% compared with other industries.
The median eNPS score for organizations in this benchmark is 17 and is in the top 46% compared with other industries.
How does Professional Services (200-500) compare?
People in Professional Services (200-500) were much more positive than average regarding Growth and Transfer Of Expectations & Values.
On the lower side, people in Professional Services (200-500) had much lower favorable scores than average in Work Pressure, Wellbeing Culture, and Work Relationships.
People working in Professional Services (200-500) are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Professional Services (200-500) are less engaged than Biotechnology, Accounting, Computer & Network Security, and Investment Management.
The highest scoring question for Professional Services (200-500) had 89% 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 Professional Services (200-500) were generally least favourable about Decision Making, and were most negative towards 'I believe that my total compensation is fair, relative to similar roles at %[Company]%' with 22% of people disagreeing (+1% 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 Professional Services (200-500) organizations.
1 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 I have confidence in the leaders at %[Company]% | Leadership |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% 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
3%
3 months to 6 months
5%
6 months to less than 1 year
10%
1 to less than 2 years
17%
2 to less than 4 years
28%
4 to less than 6 years
11%
6 to less than 10 years
12%
Greater than 10 years
14%