United States (100-200) January 2026
~1.2m
Questions answered
over 12 months- /
~450
Organizations
These insights represent ~1.2m questions answered from ~450 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
Computer Software, Nonprofit Organization Management, Financial Services, Biotechnology, Information Technology & Services, Marketing & Advertising, Hospital & Health Care, Internet, Management Consulting, Real Estate
Reported gender breakdown
Male
51%
Female
49%
Non-Binary
0.26%
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.
74% of United States (100-200) employees are engaged
This is in the top 43% compared with other regions.
The median eNPS score for organizations in this benchmark is 23 and is in the top 25% compared with other regions.
How does United States (100-200) compare?
People in United States (100-200) were much more positive than average regarding Action, Feedback & Recognition, and Equity.
On the lower side, people in United States (100-200) had much lower favorable scores than average in Work Pressure.
People working in United States (100-200) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in United States (100-200) are less engaged than South Asia.
The highest scoring question for United States (100-200) had 93% of people agreeing that they know how their work contributes to the goals of %[Company]% (+3% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in United States (100-200) were generally least favourable about Decision Making, and were most negative towards 'I am satisfied with how decisions are made at %[Company]%' with 15% of people disagreeing (+2% 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 United States (100-200) organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
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, 8% of people see themselves leaving within two years (-2% 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
10%
1 to less than 2 years
18%
2 to less than 4 years
30%
4 to less than 6 years
13%
6 to less than 10 years
12%
Greater than 10 years
11%