United States (200-500) July 2025
~3m
Questions answered
over 12 months- /
~600
Organizations
These insights represent ~3m questions answered from ~600 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
Computer Software, Internet, Information Technology & Services, Hospital & Health Care, Nonprofit Organization Management, Financial Services, Biotechnology, Banking, Marketing & Advertising, Civic & Social Organization
Reported gender breakdown
Male
50%
Female
50%
Non-Binary
0.28%
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.
71% of United States (200-500) employees are engaged
This is in the bottom 48% compared with other regions.
The median eNPS score for organizations in this benchmark is 18 and is in the top 34% 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, Flexibility, and Team Adjustment To Remote Work.
On the lower side, people in United States (200-500) had much lower favorable scores than average in Work Pressure, Company And Leadership, and Manager & Team Support.
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, South America, Latin America, and Central America.
The highest scoring question for United States (200-500) had 91% 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 United States (200-500) were generally least favourable about Decision Making, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 18% 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 United States (200-500) organizations.
1 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
2 I am happy with my current role relative to what was described to me | Alignment & Involvement |
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, 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
17%
2 to less than 4 years
30%
4 to less than 6 years
12%
6 to less than 10 years
12%
Greater than 10 years
14%