eNPS (employee net promoter score) is a measure of employee loyalty and willingness to recommend the company as a great place to work. It is calculated by asking employees a single question: “How likely are you to recommend this company as a great place to work to a friend or colleague?” Employees respond on a scale from 0 to 10, with higher scores indicating a stronger likelihood of recommendation.
The eNPS is then calculated by subtracting the percentage of employees who are detractors (those who responded with a score of 0 to 6) from the percentage of employees who are promoters (those who responded with a score of 9 or 10). This results in a score that ranges from -100 (all employees are detractors) to +100 (all employees are promoters).
eNPS is often used as a metric for measuring employee engagement and satisfaction, and can provide valuable insights into the attitudes and loyalty of employees. It’s important to note, however, that eNPS is just one measure of employee engagement and should be used in conjunction with other methods of gathering feedback and insights from employees.
eNPS calculation examples
Here are a few examples of how eNPS is calculated:
Example 1:
- 60% of employees responded with a score of 9 or 10 (promoters)
- 20% of employees responded with a score of 0 to 6 (detractors)
- The eNPS for this company would be 40 (60% – 20%)
Example 2:
- 30% of employees responded with a score of 9 or 10 (promoters)
- 50% of employees responded with a score of 0 to 6 (detractors)
- The eNPS for this company would be -20 (30% – 50%)
Example 3:
- 10% of employees responded with a score of 9 or 10 (promoters)
- 10% of employees responded with a score of 0 to 6 (detractors)
- The eNPS for this company would be 0 (10% – 10%)
It’s important to note that eNPS should not be used as the sole measure of employee engagement and satisfaction. It’s also important to consider the context and any other relevant factors when interpreting the eNPS score.
The benefits of eNPS
There are several benefits to using eNPS (employee net promoter score) as a measure of employee engagement and satisfaction:
- Simplicity: eNPS is based on a single question, making it easy to administer and understand. This makes it a quick and cost-effective way to gather insights about employee loyalty and willingness to recommend the company as a great place to work.
- Actionability: The eNPS score provides a clear and actionable metric that can be used to track progress over time and identify areas for improvement.
- Comparability: Because eNPS is based on a standardized scale, it can be easily compared to other organizations and industries. This can provide valuable insights into how your company compares to others in terms of employee loyalty and willingness to recommend.
- Customizability: eNPS can be customized to fit the specific needs and goals of your organization. For example, you could ask additional open-ended questions to gather more detailed and qualitative feedback from employees.
- Engagement and loyalty: eNPS is specifically designed to measure employee loyalty and willingness to recommend the company as a great place to work. This can provide valuable insights into the overall engagement and satisfaction of your employees.
How to structure your eNPS cycles
Here are some tips for structuring your eNPS (employee net promoter score) cycles:
- Determine the frequency: Consider how often you want to administer the eNPS survey. Some organizations choose to do so annually, while others may do so more frequently, such as every six months or even quarterly. The frequency should be based on the specific needs and goals of your organization and what will help you effectively measure and improve employee engagement.
- Communicate the purpose and process: Make sure to clearly communicate the purpose and process of the eNPS survey to your employees. This will help ensure that they understand the importance of the survey and are more likely to provide honest and candid feedback.
- Engage employees in the process: Involving employees in the design and administration of the eNPS survey can help ensure that it is relevant and meaningful to them and can increase the likelihood of getting honest and candid feedback.
- Analyze and act on the results: Carefully analyze the results of the eNPS survey to identify trends and patterns, and use the insights gained to identify areas for improvement. It’s important to follow up with employees and take action based on the results, and to continue seeking feedback and making ongoing efforts to improve employee engagement.
- Continuously improve: As you conduct eNPS surveys on a regular basis, it’s important to track progress over time and continuously work to improve the employee experience. This may involve making changes to policies, procedures, or the work environment, or providing additional training or support to employees.
Why you should use engagement surveys after eNPS?
While eNPS (employee net promoter score) is a useful tool for measuring employee loyalty and willingness to recommend the company as a great place to work, it is just one measure of employee engagement and satisfaction. Using additional engagement surveys in conjunction with eNPS can provide a more comprehensive and nuanced understanding of employee engagement and can help identify specific areas for improvement.
Here are a few reasons why it may be beneficial to use engagement surveys in addition to eNPS:
- Detailed and qualitative insights: Engagement surveys often include open-ended questions that allow employees to provide more detailed and qualitative feedback. This can help you understand the underlying issues and concerns that are impacting employee engagement, and can provide valuable context for interpreting the results of the survey.
- More comprehensive view of employee engagement: Engagement surveys often cover a wider range of topics related to the employee experience, such as communication and collaboration, recognition and appreciation, growth and development, and work-life balance. This can provide a more holistic view of employee engagement and can help identify broader organizational issues that may be impacting employee satisfaction.
- Opportunity for continuous improvement: By conducting engagement surveys on a regular basis, you can track progress over time and continuously work to improve the employee experience. This can help create a culture of continuous improvement and can help ensure that employee needs and concerns are being addressed.
Ultimately, the decision to use engagement surveys in addition to eNPS will depend on the specific needs and goals of your organization. It’s important to consider the resources and time required to conduct the surveys and to carefully weigh the benefits of gathering more detailed and comprehensive insights about employee engagement.