Employee Net Promoter Score
The employee net promoter score measures how willing employees are to recommend their workplace to friends and acquaintances.
Along with annual anchor employee engagement survey, the employee net promoter score (often known as eNPS) is the other core continuous listening tool we recommend for any well-built continuous employee experience listening program. When used correctly, a company’s eNPS data will provide immediate insights to leaders, alerting them to potential problems faster than other employee experience metrics.
What is Employee Net Promoter Score (eNPS)?
eNPS is short for Employee Net Promoter Score and is a method for measuring how willing are employees to recommend their workplace to friends and acquaintances. Simply put, eNPS is the employee version of the common Net Promoter Score® (NPS) originally developed by Fred Reichheld, Bain & Co and Satmetrix during the 1990s. NPS is built on one single question: “Would you recommend (our company) to a colleague or friend?
The eNPS question is structed much in the same way: “I would recommend this organization as a great place to work.”
Why Measure eNPS?
- Actionable insights with data on regular intervals
- Managers and leaders readily understand eNPS
- Trends can be spotted quickly
How is eNPS Scored?
Passive employees aren’t actively detracting from the organization but aren’t doing much to positively contribute either. While they may meet the general parameters found under the definition of employee satisfaction, they are unlikely to promote the organization or exhibit true employee loyalty/engagement.
How is eNPS Calculated?
eNPS = share “Promoters”(%) – share “Detractors”(%)
eNPS scores range from -100 to 100 and look at the ratio of Promoter to Detractors. Scores above 30 are considered positive, while scores below are considered negative.