What is Employee Net Promoter Score(eNPS)?

Employee Net Promoter Score (eNPS) is a metric used by organizations to measure the overall satisfaction and loyalty of their employees. It is based on the Net Promoter Score (NPS) system, which was originally developed to gauge customer loyalty and satisfaction.


How Employee Net Promoter Score Works

Survey Administration: The employee is given a single key question to answer: “On a scale of 0 to 10, how likely are you to recommend this company as a place to work?” They are then distributed into three different categories:

    • Promoters (score 9-10): These are workers who are the most contented and the most devoted to the organization. There is a strong chance that they will refer the company to their friends.
    • Passives (score 7-8): They constitute a group of people who are not as passionate as promoters. They are considered as the neutral party and mostly do not act in favour or against the company.
    • Detractors (score 0-6): These employees are dissatisfied or unhappy with the company. They are unlikely to recommend the company and may even speak negatively about it to others.

Calculation: This eNPS score is computed by subtracting the percentage of detractors from the percentage of promoters. Passives are not used to compute the amount of the loan. The score can come in a range of -100 to +100.

    • eNPS = (% Promoters) – (% Detractors)

Interpretation: A healthy eNPS number means that the company has more promoters than detractors, which signifies a workforce that is overall satisfied and engaged. On the other hand, an eNPS below zero means that there are more detractors than promoters which shows the possible problems with employee satisfaction and commitment.

Actionable Insights: eNPS comes in handy in providing organizations with valuable information on employee enthusiasm and can help discover areas of improvement in aspects such as organizational culture, leadership, communication, and employee experience. Through the ongoing monitoring of eNPS, companies can evaluate the results of the modifications and initiatives that focus on improving the employees’ satisfaction and engagement levels.


Why is eNPS significant for Human Resources?

  • eNPS, being an easy measure of employee satisfaction and loyalty, is a good indicator.
  • It gives a grip on the general health status of the personnel of the organization.
  • Enables the evaluation of the extent of engagement of employees.
  • Points out the gaps that the organization needs to fill.
  • Allows HR the opportunity to design and implement customized strategies that are meant to improve the employee experience and retention rate.
  • Enables the quicker resolution of matters arising within the workplace.
  • Helps enhance a good office environment. List
  • Eventually creates a working environment where employees are driven and committed to corporate success.


How to Implement eNPS Surveys?

  1. Define Objectives: Decide the objectives and purposes for applying NPS surveys. Know why it is that you want to measure employee satisfaction and loyalty.
  2. Choose Survey Frequency: Decide on the frequency of eNPS surveys and identify the time intervals. It could be once a month, once every six months, or once a year, depending on the organization’s requirements and resources.
  3. Select Survey Method: Choose the mode of distributing the NPS surveys. This can be done by online surveys, email surveys, and using the survey software platforms.
  4. Craft Survey Questions: Develop the survey questions. The primary eNPS question is: “On a scale of 0 to 10, how probable would you be to recommend this company to be a place to work?” Also, make sure that there are some open-ended questions to help you get qualitative feedback.
  5. Anonymity and Confidentiality: Make sure that responses are anonymous and untraceable to encourage open and honest feedback from the employees. Let them know that their responses will not be traced to them.
  6. Communicate Survey Purpose: It is critical to make it clear to the employees the reason for the NPS surveys. Explain the point that their input is important and how it will be used for the betterment of the workplace.
  7. Launch Surveys: Administer the eNPS questionnaires to workers with the selected approach. Offer detailed instructions on how to complete the surveys and put the due date for the answers.
  8. Analyze Results: When the survey responses are collected, analyze the data, and calculate the eNPS score, as well as identify any trends or patterns in the feedback.
  9. Share Results: Sharing the eNPS results with the right people is important among those like HR, leadership, and employees. Communicate keynote results, data analysis, and the plan of action according to the survey results.
  10. Implement Action Plans: Develop and implement the action plans based on the eNPS survey results to improve identified areas. Incorporate employees in the process and provide periodic updates about the progress.
  11. Monitor Progress: The NPS score needs to be tracked and monitored regularly to see the changes over time. Use the subsequent surveys to measure the outcome of the implemented initiatives and update the framework after making necessary adjustments.
  12. Seek Feedback: Employee feedback on the eNPS survey process must be actively solicited, which is one of the key ways to improve it. Use the feedback to adjust the survey methods and questions for the next survey administrations.


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You calculate eNPS by subtracting the percentage of detractor employees (scores 0-6) from the percentage of promoter employees (scores 9-10). The score ranges from -100 to +100.

The core eNPS question asked is: “On a scale from 0 to 10, how likely are you to recommend our company as a place to work?”

It’s recommended to conduct eNPS surveys regularly, such as quarterly or bi-annually, to keep a pulse on employee sentiment and make timely improvements.

Promoters (scores 9-10) are highly satisfied and likely to recommend the workplace, passives (scores 7-8) are somewhat satisfied but not enthusiastic, and detractors (scores 0-6) are unhappy and may discourage others from working there.