United States (200-500) January 2026
~3m
Questions answered
over 12 months- /
~600
Organizations
These insights represent ~3m questions answered from ~600 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, Financial Services, Internet, Information Technology & Services, Hospital & Health Care, Nonprofit Organization Management, Banking, Marketing & Advertising, Sports, Biotechnology
Reported gender breakdown
Female
50%
Male
50%
Non-Binary
0.3%
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.
72% of United States (200-500) employees are engaged
This is in the top 50% compared with other regions.
The median eNPS score for organizations in this benchmark is 19 and is in the top 32% compared with other regions.
How does United States (200-500) compare?
People in United States (200-500) were much more positive than average regarding Work Pressure, Voice, and Goal Alignment.
On the lower side, people in United States (200-500) had much lower favorable scores than average in Work Pressure, Managing Energy, and Wellbeing Culture.
People working in United States (200-500) are more engaged than Benelux, DACH, Central Europe, and Nordic. People working in United States (200-500) are less engaged than Asia, Latin America, South America, and Central America.
The highest scoring question for United States (200-500) had 92% of people agreeing that The work that they do at %[Company]% is important (-2% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in United States (200-500) 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 17% 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 United States (200-500) organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I have confidence in the leaders at %[Company]% | Leadership |
3 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% 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
9%
1 to less than 2 years
16%
2 to less than 4 years
29%
4 to less than 6 years
13%
6 to less than 10 years
13%
Greater than 10 years
14%