The Latest Update In Workplace Satisfaction Among Opera Organizations

It’s just over six months since the last time we examined the value of improving workplace satisfaction which means it is high time to see where things are related to your efforts on increasing the quantity and frequency of reviews from arts administrators and staffers about their respective institutions at

This time around, we’re going to go in reverse order and start things off with opera organizations.

A Few Highlights

Since October 2017:

  • 1/3 of opera organizations had new reviews.
  • The average score remained unchanged at 3.3, which works out to a 66/100 percent satisfaction rate.
  • The organization with the largest increase in average score was the Metropolitan Opera (+0.6), however, that still put them in the bottom third of the ranking.
  • The organization with the largest decrease in average score was the Atlanta Opera (-0.9).
  • The organization with the largest percent change in overall number of reviews was Utah Symphony & Opera (50%) while Washington National, Detroit Opera, and Atlanta Opera saw strong increases in reviews with 33 percent.


The amount of growth in the most recent batch of reviews (6-month difference) compared to the previous report (12-month difference) continued to accelerate. Kudos to everyone working at an opera organization for taking the time to make a positive difference!

Let’s get right down to the numbers and see how each group fared. The maximum score for any group is 5.0.

# Reviews
# Reviews
Score (max 5.0)
Score (max 5.0)
Arizona Opera 2 2 4.7 4.7
Atlanta Opera 3 2 2.1 3.0
Austin Opera 8 8 2.4 2.4
Boston Lyric Opera 4 4 3.2 3.2
Chicago Opera Theater 5 5 2.5 2.5
Cincinnati Opera 1 1 3.0 3.0
Dallas Opera 6 4 2.8 2.9
Detroit Opera 2 2 4.0 4.0
Florida Grand Opera 7 7 3.3 3.3
Fort Worth Opera 1 1 5.0 5.0
Houston Grand Opera 11 11 3.3 3.3
Los Angeles Opera 9 8 2.3 2.2
Lyric Opera of Chicago 29 26 3.1 3.3
Metropolitan Opera 38 34 2.9 2.3
Michigan Opera Theatre 1 1 1.0 1.0
Minnesota Opera 4 3 2.8 3.5
Nashville Opera 2 2 3.8 3.8
Opera Theatre of St. Louis 5 5 4.1 4.1
Portland Opera 3 3 4.0 4.0
San Francisco Opera 15 12 3.1 3.1
Santa Fe Opera 4 4 4.5 4.5
Sarasota Opera 6 6 1.5 1.5
Seattle Opera 5 5 3.6 3.6
Skylight Opera 4 4 3.8 3.8
Tulsa Opera 4 4 3.3 3.3
Utah Symphony & Opera 2 1 4.5 4.0
Washington National Opera 6 4 4.3 4.1

Looking Ahead

Your efforts to improve workplace satisfaction transparency continue to bear fruit within the opera field; as such, it is more important than ever to continue in this direction. The more you contribute, the better positioned you’ll be at implementing positive change by making sure more opera managers are aware that something like exists and can be used by both current and former employees.

To that end, be sure you reach out and encourage your colleagues to leave reviews for their respective employers; it will only help accelerate progress.

Why this Matters

Adaptistration People 023Regular readers know that the topic of Workplace Satisfaction is one of the more popular here at Adaptistration and even though it continues to remain firmly swept under the rug for the field as a whole, that doesn’t mean you can’t do something about it.

To that end, serves as a useful benchmark for gauging current and previous employee satisfaction and after a bit of research, it turns out there are enough orchestra employers listed in their database to produce a worthwhile overview.

Granted, there are certainly critics of services like, which allow members to post review content anonymously, but some Google sleuthing turns up more favorable reviews than not.

About Drew McManus

"I hear that every time you show up to work with an orchestra, people get fired." Those were the first words out of an executive's mouth after her board chair introduced us. That executive is now a dear colleague and friend but the day that consulting contract began with her orchestra, she was convinced I was a hatchet-man brought in by the board to clean house.

I understand where the trepidation comes from as a great deal of my consulting and technology provider work for arts organizations involves due diligence, separating fact from fiction, interpreting spin, as well as performance review and oversight. So yes, sometimes that work results in one or two individuals "aggressively embracing career change" but far more often than not, it reinforces and clarifies exactly what works and why.

In short, it doesn't matter if you know where all the bodies are buried if you can't keep your own clients out of the ground, and I'm fortunate enough to say that for more than 15 years, I've done exactly that for groups of all budget size from Qatar to Kathmandu.

For fun, I write a daily blog about the orchestra business, provide a platform for arts insiders to speak their mind, keep track of what people in this business get paid, help write a satirical cartoon about orchestra life, hack the arts, and love a good coffee drink.

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