United States > 5000 July 2026
~5.5m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~5.5m questions answered from ~150 organizations, collected between July 2025 and June 2026.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry.
Data provided by Culture Amp
Most represented industries in this benchmark
Financial Services, Retail, Hospitality, Machinery, Electrical/Electronic Manufacturing, Food Production, Hospital & Health Care, Information Technology & Services, Insurance, Marketing & Advertising
Reported gender breakdown
Male
60%
Female
40%
Non-Binary
0.03%
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.
68% of United States > 5000 employees are engaged
This is in the bottom 37% compared with other regions.
The median eNPS score for organizations in this benchmark is 11 and is in the bottom 48% compared with other regions.
How does United States > 5000 compare?
People in United States > 5000 were much more positive than average regarding Growth and Ownership.
On the lower side, people in United States > 5000 had much lower favorable scores than average in Equity, Action, and Feedback & Recognition.
People working in United States > 5000 are more engaged than Benelux, Central Europe, DACH, and Nordic. People working in United States > 5000 are less engaged than Middle East, East Asia, Middle East & Africa, and Southeast Asia.
The highest scoring question for United States > 5000 had 87% of people agreeing that they know what they need to do to be successful in their role (+0% compared to overall) while they were generally most positive about Growth.
People in United States > 5000 were generally least favourable about Equity, and were most negative towards 'I believe my total compensation (base salary+any bonuses+benefits+equity) is fair, relative to similar roles at other companies' with 30% of people disagreeing (+7% 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 > 5000 organizations.
1 The leaders at %[Company]% have communicated a vision that motivates me | Leadership |
2 I believe there are good career opportunities for me at %[Company]% | Learning & Development |
3 At %[Company]% we act on promising new or innovative ideas | Innovation |
How long do people stay?
In the short term, 21% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+2% 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
5%
6 months to less than 1 year
8%
1 to less than 2 years
14%
2 to less than 4 years
21%
4 to less than 6 years
13%
6 to less than 10 years
14%
Greater than 10 years
23%