This past fall, JMP employees worldwide participated in our 2025 Manager and Employee Experience Survey. With a 78% participation rate, the response was both strong and meaningful. We want to start by saying thank you.
While Jon Weisz provided a high-level summary of the Survey results during Kickoff, we wanted to share additional details with everyone. Employees can also explore quantitative results on their own in the JMP Live reports (the reports must be accessed via VPN).
Your feedback gives us a clearer picture of what’s working well, where we can improve, and where we need to focus our attention as a company. We value the time you took to share your experiences and perspectives, and we are already taking steps based on what we heard.
Overall JMP experience: Strong results, important signals
Global Net Promoter Score (NPS)
To help put the results in context, it’s worth explaining how we calculate our survey scores.
Net Promoter Score (NPS) is based on a single question: “How likely are you to recommend JMP as a place to work to a friend or colleague?” Responses are given on a 0–10 scale, where:
- Promoters (9–10) are highly likely to recommend JMP.
- Passives (7–8) are generally satisfied but less enthusiastic.
- Detractors (0–6) are less likely to recommend JMP.
NPS is calculated by subtracting the percentage of detractors from the percentage of promoters. The resulting score can range from –100 to +100. In practice, a score above 50 is considered excellent, and scores in the 40s are well above industry norms.
Our Global NPS score of 49.27, with an overall average response rating of 8.91, reflects continued strength in overall employee sentiment. While this is a slight decrease from 2023 (52.5), it remains above industry benchmarks for software development organizations and near the threshold generally considered “excellent.”
While overall sentiment remains strong, the survey also surfaced meaningful differences in how employees experience certain processes, communication flows, and change. These insights are helping guide us on where to focus our improvement efforts.
What we heard: Key themes from open-ended feedback
What employees value most
Across responses, employees consistently described JMP as:
- A great place to work with a people-first, collaborative culture.
- Supportive of work-life balance, flexibility, and autonomy.
- A company with a product they are proud of, known for advanced analytics, and real-world impact.
- A place where many experience strong managerial support and mentorship.
These themes reinforce that JMP’s culture and people remain two of our greatest strengths.
Where employees want to see progress
At the same time, several recurring themes highlight opportunities for improvement:
- Leadership communication and transparency: Many respondents expressed a desire for more consistent, timely communication from leadership, particularly around major changes, strategy, AI adoption, and process decisions.
- Cross-department alignment: Feedback pointed to siloed decision-making, unclear ownership, and the need for better coordination across teams.
- Policies, processes, and bottlenecks: Internal processes were frequently cited as frustrating and slow, affecting both the employee experience and customer outcomes.
- Future direction and innovation: While there is confidence in JMP’s product foundation, employees voiced concern about pace (especially related to AI), cloud capabilities, modernization, and customer experience.
- Career growth and advancement: Employees want clearer career paths, more transparency around promotion criteria, and greater visibility into growth opportunities, especially outside the U.S.
Manager experience
We also asked employees to reflect specifically on their managers. The results were encouraging.
Based on the question: “How likely are you to recommend working under your manager’s leadership to a colleague?” employees responded on a 0–10 scale with an average score of 8.51. Manager NPS was 50.25, calculated using the same methodology as the overall JMP sentiment question, reflecting generally strong, positive experiences employees have with their manager.
Employees frequently highlighted trust, support, flexibility, and coaching as positive aspects of their manager relationships. Over the past several months, the HR team has been working closely with leaders to review results and support development conversations.
What we’re already doing
Based on survey feedback, we have begun taking action, including:
- Tying JMP 2026 goals to feedback received.
- Loosening certain sales policies – now that we are past transition – to better support customers and teams.
- Increasing the cadence and focus of executive updates on topics employees care most about.
- Introducing the JMP Feedback Form for employees to suggest process and system improvements to reduce bottlenecks and speed decision-making.
This work is ongoing, and we will continue to share updates as progress is made.
Moving forward together
The 2025 survey reinforces an important point: JMP’s culture, people, and purpose remain strong, and employee voice is shaping where we go next. We are committed to listening, learning, and acting thoughtfully and transparently.
Thank you again for your openness and engagement. Every voice matters at JMP.
