Real Estate North America July 2025
Emerging
Benchmark status
We consider this an emerging benchmark: it has enough data available for us to use bootstrapping to create a representative sample. As the sample grows in size, some scores may slightly change. Our research has shown that our bootstrapped scores are consistent with our standard benchmarks. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Real Estate
Reported gender breakdown
Female
54%
Male
46%
Non-Binary
0.04%
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.
81% of Real Estate North America employees are engaged
This is in the top 21% compared with the overall average.
The median eNPS score for organizations in this benchmark is 43 and is the highest scoring group compared with the overall average.
How does Real Estate North America compare?
People in Real Estate North America were much more positive than average regarding Action, Feedback & Recognition, and Innovation.
People working in Real Estate North America are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Real Estate North America are less engaged than China > 5000, China, China 1000+, and China (1000-5000).
The highest scoring question for Real Estate North America had 93% of people agreeing that they know how their work contributes to the goals of %[Company]% (+4% compared to overall) while they were generally most positive about Management.
People in Real Estate North America 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 10% of people disagreeing (-7% below average).
How long do people stay?
In the short term, 10% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-10% compared to overall) while on a longer time frame, 4% of people see themselves leaving within two years (-6% 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
4%
3 months to 6 months
9%
6 months to less than 1 year
16%
1 to less than 2 years
24%
2 to less than 4 years
26%
4 to less than 6 years
9%
6 to less than 10 years
6%
Greater than 10 years
5%