The US Mid West benchmark represents people who work in US Mid West. It covers all industries and functions. The benchmark includes people who work in US Mid West but their organizations have headquarters in other countries.
~2.5m
Questions answered
in last 12 months
~350
Organizations
These insights represent ~2.5m questions answered from ~350 organizations, with in-region presence ranging in size from 10 to 14,800 people in the last 12 months.
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
Computer Software
25%
Information Technology and Services
10%
Internet
5%
Hospital & Health Care
4%
Public Relations and Communications
3%
Insurance
3%
Wholesale
3%
Financial Services
2%
Pharmaceuticals
2%
Marketing and Advertising
2%
Non-Profit Organization Management
2%
Apparel & Fashion
2%
Retail
2%
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 23% compared with other regions.
The average eNPS score for organizations in this benchmark is 24 and is in the top 26% compared with other regions.
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 | 70% 7% above global average |
I rarely think about looking for a job at another company | 60% 5% above global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 72% 3% above global average |
I would recommend [Company] as a great place to work | 84% 2% above global average |
I am proud to work for [Company] | 88% 2% above global average |
People working in US Mid West are more engaged than Nordic, Benelux, Central Europe, and DACH.
The highest scoring question for US Mid West had 90% of People agreeing that they know how their work contributes to the goals of [company] (+1% compared to overall) while they were generally most positive about Work & Life Blend.
People in US Mid West were generally least favourable about Action, and were most negative towards 'I have seen positive changes taking place based on recent employee survey results' with 13% of people disagreeing (-1% below average).
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 US Mid West organizations.
I have confidence in the leaders at [Company]
The factor this relates most closely to is Leadership
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 US Mid West organizations.
1 I have confidence in the leaders at [Company] | 75% favorable Leadership |
2 I can voice a contrary opinion without fear of negative consequences | 68% favorable Voice |
3 The leaders at [Company] have communicated a vision that motivates me | 70% favorable Leadership |
4 [Company] is a great company for me to make a contribution to my development | 78% favorable Learning & Development |
5 The leaders at [Company] demonstrate that people are important to the company's success | 74% favorable Leadership |
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, 9% of people see themselves leaving within two years (-3% 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 can voice a contrary opinion without fear of negative consequences | 68% favorable Voice |
2 I am happy with my current role relative to what was described to me | 77% favorable Alignment & Involvement |
3 I have confidence in the leaders at [Company] | 75% favorable Leadership |
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 | 3.6 stars (-0.2) |
Culture and Values | 3.8 stars (-0.1) |
Work Life Balance | 3.75 stars (+0) |
Compensation and Benefits | 3.6 stars (+0) |
Career Opportunities | 3.5 stars (+0) |
Recommend to Friend | 69.0% (-2) |
CEO Approval | 83.0% (-1) |
Organizations in the US Mid West benchmark on average gave 9% 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%
US Mid West
9%
People in US Mid West were much more positive than average regarding Decision Making, Fairness, and Engagement.
Insights data provided by Culture Amp.
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