What Is Persistence? Definition, Examples & Why It Matters
By WiseWorld
What is persistence? Staying on a worthwhile goal after the easy part is over: keep working through dull patches, dead ends, and slow feedback (O*NET Perseverance). Role examples, AI shifts, hiring gaps from 563 EU job posts, and how to test the boring middle in interviews.
What is persistence?
Day four of the migration. The standup cheer is gone. The bug is dull. Nobody is watching. Persistence is what you do in that hour: you stay on the goal when the work stops feeling heroic.
Working late for show is performance. Refusing to ever quit is stubbornness. Persistence is staying on a worthwhile goal after the easy part is over: flat progress, dead ends, slow feedback, and changing your method before you abandon the goal.
What is persistence?
Persistence is staying on a worthwhile goal after the easy part is over: you keep working through dull patches, dead ends, and slow feedback instead of quietly starting something new. O*NET maps the closest idea to Work Style Perseverance (1.D.1.h): determination and resolve to perform or complete tasks in the face of difficult circumstances or obstacles at work. At work that usually means three moves: pick a goal worth the grind, keep going when progress feels flat, and change your method before you abandon the goal.
WiseWorld maps persistence as one of 44 measurable soft skills in the Work Ethic family. The U.S. Department of Labor describes the closest work style as Perseverance on O*NET: determination and resolve to perform or complete tasks when obstacles show up. It is rated as very beneficial in 891 occupations.
People have always needed this habit. A hunting party that tracked prey for days, a farmer who replanted after a frost, a craft apprentice who repeated the same stitch until it held: survival and trade rewarded those who did not quit at the first dull hour. Factory clocks and startup pitch decks changed the scenery. The need did not.
Psychologists later gave the habit new labels. Grit blends long-term passion with perseverance on that aim. Duckworth's West Point study and Standish project numbers come in the economics section.
Calvin Coolidge put the workplace version in one paragraph in 1929:
“Nothing in this world can take the place of persistence. Talent will not; unrewarded genius is almost a proverb. Education will not; the world is full of educated derelicts. Persistence and determination alone are omnipotent.”
Job posts today rarely use the word. Employers talk about ownership and delivery instead. Figure 5 shows how little hiring screens test the boring middle even when posts assume you will stay on it.
Three moves you can watch for:
- Pick a goal worth the grind: not every task deserves infinite effort. Example: you persist on the audit close-out, not on a side experiment nobody requested.
- Stay on it when progress feels flat: keep the next small step moving. Example: one more failing test fixed, one more specialist called back, one more week of customer interviews.
- Change method before you drop the goal: pivot the how, not always the what. Example: email chase got no reply, so you call once with a specific question instead of sending the same ping a fifth time.
Not the same as stubbornness: stubbornness keeps a broken plan because ego hates retreat. Persistence keeps the outcome while the plan evolves. The barriers section covers when to quit the wrong goal.
In this article
Table of contents for the persistence guide.
- What is persistence?
- Where it shows up at work
- Persistence vs similar skills
- Careers, promotions, and leadership
- After AI: cheap starts, expensive middles
- Scenarios by company size
- What stops people and companies
- The cost of quitting too early
- Skills that pair with it
- Books, films, and podcasts
- In a nutshell
- If you are hiring: test the boring middle
Key findings on persistence at work
Summary of what the charts and sections in this guide show.
- Figure 2 ranks where the stay-on-it habit matters most, from research labs to field sales.
- Figure 3 tracks the AI-era split: first drafts got faster; boring middles still need a human on the thread.
- Figure 4 links perseverance-related traits to long-horizon outcomes; Figure 5 shows posts almost never name persistence even when they name ownership.
- Barriers, heuristics, and company-size scenarios tackle different slices of the same skill.
Persistence research headline statistics
Key numbers from O*NET and WiseWorld hiring research on persistence at work.
- 891: O*NET occupations where perseverance is very beneficial
- 1.4%: EU software posts that explicitly name persistence
- 43%: Large IT projects that finish late, over budget, or cut scope (Standish)
Where persistence shows up at work
Some roles look fine on day one and only reveal the skill on day thirty. Figure 2 ranks sectors where that long middle is part of the job, not a personal quirk.
Who needs it most? Any role where results arrive late, fail often, or need many small tries:
- Research and R&D: experiments fail by design. Progress is a lab notebook, not a daily win.
- Entrepreneurship: customer discovery runs for weeks before anyone pays. Most conversations end with "not now."
- Field sales: pipeline builds through follow-up number twenty, not the first demo.
- Manufacturing and quality: the same defect pattern returns until someone stays on root cause.
- Compliance and audit: evidence folders grow slowly. Quitting at week eight creates year-end pain.
- Creative production: novels, games, and campaigns die in revision three, not in the brainstorm.
- Leaders: you model whether the org finishes hard things or collects abandoned initiatives.
Figure 2: Where staying on the goal matters most
Illustrative importance index (0 to 100) from O*NET work style ratings by sector.
- Scientific research & R&D: 95
- Entrepreneurship & venture-backed startups: 92
- Sales & business development: 86
- Healthcare & chronic care: 84
- Manufacturing quality & safety: 78
- Creative production (long cycles): 61
Persistence vs nearby skills: resilience, initiative, dependability, and flexibility all sound like cousins. They answer different questions.
Persistence vs skills that often get mixed up
How persistence differs from resilience, initiative, dependability, flexibility, and task mastery.
- Resilience. Focus: Bouncing back after a setback. Difference: Resilience is recovery; persistence is staying on the same goal while progress is flat. Example: You miss quota in Q1 and reset for Q2 (resilience). You send useful follow-ups after six silences (persistence)
- Initiative. Focus: Starting work nobody assigned. Difference: Initiative is the first move; persistence is day nine when the channel is quiet. Example: You open the ticket (initiative). You still chase the one approver on Thursday (persistence)
- Dependability. Focus: Keeping promises and dates. Difference: Dependability is whether others trust your word; persistence is whether you keep grinding when the word is hard to honor. Example: You warn early that Friday slips (dependability). You still debug the blocker on Saturday morning (persistence)
- Flexibility. Focus: Changing approach when the plan fails. Difference: Flexibility pivots the method; persistence keeps the goal unless the goal itself was wrong. Example: You try a third export path when two fail (flexibility). You still close the audit before quarter end (persistence)
- Task mastery. Focus: Closing work with a clear done line. Difference: Task mastery is the finish; persistence is the dull miles before the finish. Example: You reconcile the last tab on day six (persistence). You publish the signed close-out pack (task mastery)
Careers, promotions, and leadership
Persistence looks different at each level, but the signal stays the same: did you stay on the hard thing after attention moved elsewhere?
As an employee, you are judged on whether you finish slow work without being chased.
Example: You own a data cleanup that should take two weeks. Week one feels fine. Week two is matching messy IDs. You post a short Friday note: "82% matched, 18% need vendor file, chasing Monday." You do not wait for standup to admit the stall. That is persistence with visibility.
Reviews rarely say "persistent." They say "follows through," "doesn't drop threads," or "stays on problems." Same skill, softer words.
As a manager, your persistence sets the tempo for long projects.
Example: Your team launches a new intake form. Adoption is flat after week three. You do not declare victory because the project shipped. You run two more office hours, fix the top three confusion points, and check usage again at week six. Leaders who walk away after launch teach the team that only starts count.
As you move up, you persist on fewer tasks yourself, but you protect fewer goals from organizational drift.
Team lead: you keep one improvement goal on the board for a full quarter instead of replacing it every retro with something new.
Director: you defend budget for a multi-year platform fix when flashier asks show up every planning cycle.
C-level: you stay on a market entry through two slow quarters instead of swapping strategy because one board slide looked red.
How companies treat the skill: reward systems often notice the fire drill, not the quiet finish. That skew shows up in promotion criteria and OKR churn. Where persistence still matters in people decisions:
- Promotions: who owns the year-long fix, not the launch week alone?
- Sales comp: activity metrics reward contact volume; persistence shows in pipeline that matures after month four.
- Engineering: on-call heroes get praise; the engineer who kills a flaky test suite over six weeks gets less applause but saves more nights.
Amazon's leadership principles pair Bias for Action with Insist on the Highest Standards. Many teams copy speed and skip sustained iteration.
Self-check for your review packet: pick one slow project from the last quarter. Can you show a dated note from the flat week, not the launch screenshot alone?
After AI: cheap starts, expensive middles
AI did not remove hard goals. It removed hard starts. A draft, a summary, a code stub, or a reply can land in seconds. Persistence moved to the revision loop, the owner chase, and the verify step.
Example in product:
Before AI: a PM spends a day drafting a spec, then another week getting feedback.
After AI: the spec exists by lunch. Persistence is scheduling the five stakeholder reviews, merging conflicting edits, and killing duplicate docs when everyone "helped" with their own AI version.
Employer surveys from 2024 to 2026 show both trends at once: about three in four teams report faster first drafts (Figure 3). About four in ten workers report more unfinished loops at end of day.
Figure 3: After AI, starting is cheap; the boring middle still needs you
Share of teams or leaders reporting each shift in employer surveys and industry synthesis, 2024 to 2026.
- Teams reporting faster first drafts with AI: 74%
- Workers with more unfinished loops at end of day: 41%
- Managers who say revision quality dropped: 36%
- GenAI pilots abandoned after proof-of-concept: 30%
Mostly knowledge work in Figure 3, but the same pattern shows up elsewhere:
Sales: AI can draft fifty follow-ups. Persistence is the rep who still listens on call twelve and updates the pitch from what they heard.
Support: AI can answer tier-one questions. Persistence is the agent who stays on the weird ticket for four days until the edge case is documented.
Legal and compliance: AI can draft a policy summary. Persistence is tracing which jurisdictions still need human sign-off three weeks later.
Research: AI can summarize papers. Persistence is verifying claims, rerunning the failed experiment, and publishing the null result anyway.
Funny but true: goldfish were once mocked for a three-second memory. Experiments show they can learn lever-press tasks and keep doing them for months. AI teams risk the opposite myth: because the first output looks finished, everyone forgets the fish still needs feeding through week six.
Real working scenarios by company size
Persistence looks different at a two-person startup and a 9,000-person hospital system. Four organizations built systems around staying on hard goals:
Same skill, different shape by company size
How persistence shows up in startups, mid-size firms, and enterprises.
- Startup (1–50 people): Week six of a two-person integration. The API still throws edge-case errors. One engineer keeps a running log, fixes one case per day, and posts a two-line status even when nothing flashy ships. No spare team to hand off to. Persistence here is visible progress on a quiet bug, not a heroic all-nighter.
- Mid-size (200–1,000): A recruiter has twenty strong maybes and forty silences. She still sends one useful note per week to the silences with a new data point, not a generic ping. Pipeline volume rewards speed. Persistence is the rep who keeps the long thread warm without spamming.
- Enterprise (1,000+): A compliance lead spends nine months on one control framework. Stakeholders rotate. She re-briefs each new director, keeps the evidence folder current, and does not mark green until audit agrees. Big orgs confuse motion with done. Persistence is the same owner on month nine.
SpaceX: Early Falcon 9 landings failed in public. The team kept iterating on guidance, fuel, and grid fins until landing became routine. Persistence here is published failure plus another attempt, not a slide that says "we are agile."
Toyota (kaizen): Small, repeated improvements on the line beat one giant fix that never ships. Persistence is the same problem logged every shift until the root cause moves.
Duolingo: The product's streak mechanic gamifies daily return. Love it or hate it, the design assumes persistence beats one long cram session. At work, the honest version is a weekly progress note on long threads, not a fake badge.
Mayo Clinic (chronic care): Long patient journeys need follow-up across specialists and months. Persistence is the care team that still calls when the case is boring, not when the case is acute alone.
What to copy: treat failed attempts as data (SpaceX), log small repeats until the pattern breaks (Toyota), make return easy on long goals (Duolingo's lesson without the guilt trip), and stay on the patient or customer after the drama fades (Mayo).
What stops people and companies from building it
Most people want to finish. They stop because brains, offices, and tools reward starts more than middles. The table lists common blockers with one counter-move each.
Common blockers and practical counters
What stops persistence at work and practical counter-moves.
- Dopamine hunger: Brains prefer quick wins; flat progress feels like failure. Counter: Log one small completed step daily, even if the big goal is far away
- Learned helplessness: Past effort that never paid off teaches quit early. Counter: Pick one reversible goal for two weeks and track effort separate from outcome
- Shiny object trap: New tasks feel productive; old tasks feel stale. Counter: Finish or formally park an item before starting the next headline task
- Invisible middle: Remote teams see starts and finishes, not the grind between. Counter: Post a weekly one-line progress note on long threads
- AI illusion of done: A polished draft feels finished before a human verified it. Counter: Name a revision owner and a verify-by date on every AI output
What your brain does in the flat middle: the prefrontal cortex helps you hold a goal when reward is delayed. When progress stalls, dopamine drops and distraction rises (Schultz, dopamine and reward prediction). That is not weakness. It is wiring. Persistence is partly the habit of taking one more small step while the big reward is still far away.
When effort taught you to quit: Martin Seligman's learned helplessness research showed that after repeated shocks they could not escape, animals stopped trying even when escape became possible. Teams mirror this when every improvement proposal dies in committee. People stop persisting because effort historically did not move outcomes.
When the goal was never worth it: persistence without judgment becomes sunk-cost stubbornness. Flexibility and objective setting help you quit the wrong goal early and stay on the right one longer. Seth Godin's The Dip is the short read on that fork.
What stops companies: rewards still skew toward launches and demo energy. Add system blockers: new OKRs stacked before old ones close, verification time unfunded after AI buys cheap drafts, and promotion paths that favor thread-starters over thread-keepers.
Heuristics that help (pick one this week):
- Two-week rule: if you will persist past two weeks, write the next milestone on the calendar.
- One boring block: book 90 minutes weekly for the task nobody will notice until it breaks.
- Method swap: after three failed tries the same way, you must change approach before try four.
- Public inch: post one line of progress on long threads so the middle is visible.
WiseWorld angle: in story simulations, we score whether someone keeps working through a dull blocker, asks for help at the right time, or switches to a shiny task. "I would never give up" talk without a next step is a common miss.
The cost of quitting too early
Quitting early rarely shows up as a line item labeled "lack of persistence." It shows up as a relaunch, a lost account, an audit finding, or a hiring manager doing the work twice.
Figure 4: Why long-horizon work still rewards staying power
Illustrative links from perseverance and grit-related traits to outcomes (meta-analysis synthesis).
- Link to long-term goal attainment (grit studies): 26%
- Link to job performance beyond conscientiousness: 18%
- Link to entrepreneurial venture survival: 22%
- Predictive value for cadet completion (West Point study): 24%
Angela Duckworth's West Point study found grit predicted cadet completion better than SAT scores alone. Meta-analyses since then find real but modest links to long-term outcomes, often overlapping with conscientiousness (Credé et al., 2017). That is not destiny for any one person. It explains why employers keep hiring for "ownership" even when they forget to test the boring middle.
On project economics, the Standish CHAOS synthesis still puts a large share of big IT efforts in the "challenged" bucket: late, over budget, or reduced scope. Only persistence across teams turns challenged into shipped. The outright failure rate stays in double digits.
Four research-backed facts about quitting too early
Economics and research links for perseverance, grit, and hiring language.
- About 43% of large IT projects finish late, over budget, or with cut scope; persistence in the middle is often what separates challenged from failed Source: Standish CHAOS report synthesis, 2020–2024
- Grit predicts long-term outcomes in education and work, but much of the effect overlaps with conscientiousness Source: Duckworth et al.; Credé et al. meta-analyses in Journal of Personality and Social Psychology
- Only about 1 in 70 EU software posts names persistence explicitly, while about 7 in 10 name task mastery or ownership language Source: WiseWorld study of 563 LinkedIn posts, July 2026
- Venture-backed startups that survive past year three cite sustained iteration more often than first-mover speed in founder interviews Source: Industry founder survey syntheses; illustrative survival literature
Hiring economics: WiseWorld's July 2026 study of 563 European software engineer listings found persistence named in about 1 in 70 posts, while task mastery and ownership language appeared in most. Figure 5 maps that gap against what typical screens test.
Figure 5: Posts assume you will stay on it; screens rarely test the boring middle
What 563 EU software job posts request compared with what common early-stage screens test.
- Persistence / perseverance language: Named in job posts 1.4% vs Dull-middle scenario in typical phone screen 7%.
- Task mastery / ownership language: Named in job posts 69.5% vs Middle-mile behavior tested pre-interview 11%.
- Resilience language: Named in job posts 10.7% vs Slow-blocker scenario in scorecards 8%.
That mismatch shows up as abandoned migrations, cold pipelines, and "we tried that already" culture long before it hits a spreadsheet.
Angela Duckworth on grit:
“Grit is living life like it's a marathon, not a sprint.”
Marathons are mostly middle. So are careers.
Skills that pair with persistence
Persistence keeps you on the path. These skills keep the path worth staying on.
Skills that keep persistence useful, not stubborn
Skills that pair with persistence so effort stays aimed at the right goal.
- Flexibility prevents Stops persistence from becoming blind stubbornness. Example: Two export paths failed. You try a third method instead of resending the same broken file for a week
- Problem solving prevents Turns repeated effort into a new angle. Example: The test fails on Friday too. You reproduce the bug, read the log, and fix the root cause instead of rerunning hope
- Time management prevents Protects hours for the boring middle. Example: You block 90 quiet minutes Thursday for the reconciliation nobody wants to do
- Objective setting prevents Tells you which goals deserve persistence. Example: You persist on the one metric the board named, not on every side quest that feels urgent
- Active learning prevents Feeds persistence with feedback instead of repetition. Example: Each failed sales call gets one note on what to change before the next call
Persistence alone can trap you in repetition. Active learning adds error feedback so effort updates the method, not the calendar alone. Carol Dweck's growth mindset work shows that people who treat ability as trainable persist longer after failure because the brain tags effort as useful information, not proof of fixed limits (Dweck & Leggett, 1988).
Flexibly persistent teams iterate cheaper than rigid teams that either quit or bulldoze. Pair persistence with flexibility so you do not fund the wrong hill for a year. For how persistence differs from initiative and task mastery, see the similar-skills table.
Books, films, and podcasts on staying on it
Books, films, and talks that stay on the problem longer than a motivational poster.
Books
- Grit by Angela Duckworth. The full research story behind Figure 4 and the economics table.
- The Dip by Seth Godin. When to quit versus when to push. Pairs with the sunk-cost traps in the barriers section.
- Atomic Habits by James Clear. Daily systems for the flat middle, not willpower spikes.
- Think Again by Adam Grant. Updating methods while staying on the same goal. Pairs with the flexibility row in the complementary-skills table.
Film and television
- Joy (2015). Messy product iteration through family chaos and factory setbacks.
- The Martian (2015). Serial problem-solving with slow feedback from Earth.
- John Stephen Akhwari, 1968 Olympics. He finished last, limping, after the stadium emptied. Asked why, he said his country did not send him to start the race; they sent him to finish. At work that is the reconciled tab, not the kickoff photo.
Podcasts and talks
- Angela Duckworth, TED Talk on grit. Twenty-minute entry point if the West Point and Standish numbers are your hook.
- The Knowledge Project. Search the archive for "consistency" or "long term" for operator stories on compounding work.
- SpaceX updates archive. Public attempt history behind the SpaceX example above.
In a nutshell
- Plain meaning: Stay on a worthwhile goal after the easy part is over.
- Who it is for: Anyone who owns a long thread: IC, manager, founder, or hiring manager scoring stay-on-it behavior.
- Where it shows up: Figure 2 ranks sectors where the long middle is built into the job.
- After AI: Starts are cheap; middles and verification still need you.
- Brain and behavior: Flat progress lowers dopamine; small steps and feedback keep effort useful.
- Cost: Projects and pipelines fail in the boring miles, not at the start alone.
- Start tomorrow: Pick one heuristic from the barriers list and run it for a week.
- Go deeper: Books, film, and podcasts listed above.
- If you hire: Test the dull middle below, not a hustle label.
Quick test: open one long-running ticket or doc from last month. Is there a note from the boring week, or only activity from day one?
Persistence: common questions
Frequently asked questions about persistence at work, grit, resilience, AI, and hiring.
- What is persistence? Persistence is staying on a worthwhile goal after the easy part is over. At work it means you keep going through dull patches, dead ends, and slow feedback instead of quietly starting something new. O*NET calls the closest work style Perseverance. It is not the same as stubbornness or working long hours for show.
- What does persistence mean? It means your effort continues when nobody is cheering and the finish line is still far away. It is a work habit you can see in behavior, not a vibe word on a poster.
- What does persistence mean at work? It is what you do on day nine of a migration, not day one. Three moves: pick a goal worth the grind, keep working when progress feels flat, and change your method before you abandon the goal. A sales rep who sends useful follow-ups after six silences is persistent. A developer who debugs the same flaky test on Friday afternoon is too.
- What are examples of persistence at work? Examples include a nurse who keeps calling specialists until a chronic patient gets a referral, a founder who runs customer interviews for twelve weeks before the product clicks, an auditor who reconciles the last mismatched tab on day six, and a recruiter who still personalizes outreach after twenty no-replies in a row.
- What is the difference between persistence and resilience? Resilience is recovering after a hit. Persistence is staying on the path while the hit keeps coming or while nothing exciting happens. You can bounce back fast and still quit on Tuesday when the work turns boring. Pair both: resilience gets you upright; persistence keeps you moving.
- What is the difference between persistence and grit? Grit, in Angela Duckworth's research, blends passion for a long-term aim with persistence on that aim. Persistence here is the staying part: you keep working when the passion dip arrives. You can be persistent on a task you did not choose and still not call it grit.
- How does AI change persistence at work? AI makes starting cheap. Drafts, summaries, and first replies arrive in seconds. Persistence now shows up in revision loops, owner chases, and debugging when the model sounded confident but was wrong. Teams report faster first drafts and more unfinished loops at end of day.
- How do you assess persistence when hiring? Use a scenario with a dull middle or a slow blocker, not a personality question. Score whether the candidate named the next small step, asked for help at the right time, and stayed on the goal instead of switching to something shiny. Job posts rarely name persistence even when the role needs it.
If you are hiring: test the boring middle, not the poster
If you are hiring for persistence, ask what someone did on week three of a stuck task, not whether they consider themselves hardworking.
“I have not failed. I've just found 10,000 ways that won't work.”
Edison's line is famous because it names the middle: thousands of dull tries before one bulb. Interviews instead ask about greatest achievements. Achievements hide the grind.
Figure 5 maps the hiring gap: posts assume finishing language; screens rarely simulate a slow blocker. Persistence is what turns that language into delivered work when the path stops being exciting.
Example scenario for an IC role: "You promised a fix by Friday. Wednesday you hit a blocker only one senior engineer can clear, and they are in meetings. What do you do?" Strong persistence sounds like: document repro steps, protect the goal date with a partial fix or scoped downgrade, keep pinging with context, log progress daily. Weak persistence: go silent, start a different ticket, or miss without a method swap story.
Example scenario for a sales or CS role: "Your top prospect went quiet after two good calls. What do you do for the next three weeks?" Strong persistence: useful touchpoints with new information, CRM notes, manager consult on strategy change. Weak persistence: generic "just checking in" spam or immediate abandon.
Three checks that test persistence specifically:
- Give a dull-middle scenario, not a personality question. Do not ask "Are you persistent?" Ask what they did when progress flatlined.
- Score stay-pivot-ask. Did they stay on the goal, change method appropriately, and ask for help without dumping the goal?
- Pair with initiative and task mastery. Test all three when the role owns long threads end to end.
The pre-interview step is where six hiring gaps collide: phone screens, personality PDFs, and AI summaries measure talk, not stay-on-it behavior under slow feedback. A pre-interview behavioral assessment built from your job description can show how candidates handle job-like scenarios before the manager interview, where "ownership" on the post finally meets evidence.
Related reading: what changed after AI resume screening, phone screen vs self-paced screening, and how WiseWorld scores persistence from your job description.
WiseWorld's take: score the boring middle, not the hustle poster
WiseWorld scores persistence from job descriptions as stay-on-it behavior through dull blockers and slow feedback, not generic never-gives-up labels.
Methodology
- O*NET anchors: U.S. Department of Labor, Employment and Training Administration, Work Style Perseverance (1.D.1.h), accessed 2026.
- European hiring language: WiseWorld content analysis of 563 LinkedIn software engineer job posts across ten European capitals, July 2026.
- Grit and perseverance economics: Duckworth et al.; Credé et al. meta-analyses; Standish CHAOS project outcome syntheses.
- AI adoption: employer survey syntheses 2024-2026 on draft speed and unfinished-loop reports.
- Neuroscience and psychology: Schultz dopamine and reward prediction; Seligman learned helplessness; Dweck growth mindset; prefrontal goal maintenance literature.
- Limits: Industry importance and AI-era charts combine public sources and may not match any single employer. Phone-screen dull-middle scenario rate (7%) is an illustrative estimate from TA template review, not a published survey.
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