The hospitality benchmark is made up of companies with large numbers of frontline, hourly service role employees. The benchmark consists of global and nationally based companies. This benchmark only includes Women employees. We use woman and man because most of our customers are using binary options.
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
Hospitality
53%
Leisure, Travel & Tourism
36%
Events Services
6%
Airlines/Aviation
6%
North America
67%
Europe
23%
Oceania
7%
Asia
2%
South America
1%
MEA
1%
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.
This is in the top 10% compared with the overall average.
The average eNPS score for organizations in this benchmark is 26 and is in the top 14% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I see myself still working at [Company] in two years' time | 69% 6% above global average |
I would recommend [Company] as a great place to work | 86% 4% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 73% 4% above global average |
I am proud to work for [Company] | 90% 4% above global average |
I rarely think about looking for a job at another company | 58% 3% above global average |
Women working in Hospitality are more engaged than Marketing & Advertising Female, Public Relations & Communications Female, Media & Marketing Female, and Consulting & Staffing Female.
The highest scoring question for Hospitality had 90% of Women agreeing that they know what they need to do to be successful in their role (+5% compared to overall) while they were generally most positive about Management.
Women in Hospitality 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 21% of people disagreeing (+1% above average).
In the short term, 20% of people in this benchmark are thinking of or actually seeking jobs elsewhere (+0% compared to overall) while on a longer time frame, 12% of people see themselves leaving within two years (+0% compared to overall).
The following questions had the biggest impact on whether individuals felt that they were planning to stay at their organization and not actively looking for alternative jobs.
1 I am included in decisions that affect my work | 73% favorable Decision Making |
2 I am appropriately involved in decisions that affect my work | 73% favorable Alignment & Involvement |
3 [Company] really allows us to make a positive difference | 72% favorable Social Connection |
We’ve connected the employee feedback data for each company included in the benchmark with ratings from Glassdoor.com, which is one of the world’s largest job and recruiting sites combined with a growing database of company reviews, CEO approval ratings and more.
Overall Rating | 3.65 stars (-0.1) |
Culture and Values | 3.75 stars (-0.1) |
Work Life Balance | 3.45 stars (-0.3) |
Compensation and Benefits | 3.5 stars (-0.1) |
Career Opportunities | 3.45 stars (-0.1) |
Recommend to Friend | 72.0% (+1) |
CEO Approval | 83.0% (-1) |
Organizations in the Hospitality (Female) benchmark on average gave 8% of employees access to reports with their survey results. This is below the overall average of 10% and demonstrates that organizations in this benchmark are more likely to share via offline and traditional formats.
An interesting reference point is that the average proportion of managers in organizations is 12-15%, with some industries higher than others (New Tech was closer to 20%).
Global average
10%
Hospitality (Female)
8%
Women in Hospitality were much more positive than average regarding Action, Service & Quality Focus, and Decision Making.
On the lower side, Women in Hospitality had much lower favorable scores than average in Voice.
Insights data provided by Culture Amp.
What makes Insights special? Gain a deeper understanding of how they work.