What is employee net promoter score (eNPS)?

Employer Net Promoter Score (eNPS) is a scoring system designed to help employers measure employee satisfaction and loyalty, factors which are directly linked to business success, with highly engaged teams seeing as much as 23% higher profitability.

Employee Net Promoter Score is an employee-focused variant of the traditional Net Promoter Score (NPS).

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How is eNPS calculated?

eNPS measures employee loyalty by asking one simple question: "How likely are you to recommend this company as a place to work?" Employees respond on a 0-10 scale.

Here's how responses are categorized:

• Promoters (9-10): Highly satisfied employees who actively recommend your company
• Passives (7-8): Satisfied but unenthusiastic employees who won't actively promote or detract
• Detractors (0-6): Unhappy employees who may discourage others from joining

The following eNPS formula is then used to calculate the results:

(eNPS score) = (% of promoters) - (% of detractors‍)

NPS vs eNPS: What's the difference?

While they sound similar, NPS and eNPS serve two distinct purposes. The Net Promoter Score (NPS) measures customer loyalty by asking how likely a customer is to recommend your product or service.

In contrast, the employee Net Promoter Score (eNPS) measures employee engagement by asking how likely an employee is to recommend your company as a place to work. Think of it as an internal health check for your organization's culture and employee experience.

What is a good eNPS score?

eNPS scores can range from -100 (the worst possible score) to +100 (the best possible score). So, what should you aim for?

• A score between 10 and 30 is generally considered 'good' and shows you have a solid base of happy employees.
• A score between 50 and 70 is considered 'excellent' and indicates a highly engaged workforce.

Any score below zero suggests there are more detractors than promoters, which is a clear signal that it's time to investigate and address employee concerns.

Why measure eNPS?

So, why should you bother measuring eNPS? It's more than just a number—it's a window into your company's health.

Here are the key benefits:

• Early warning system: Spot engagement issues before they become retention problems, as highly engaged teams can experience up to 51% less turnover in low-turnover organizations.
• Benchmark your culture: Track progress over time and compare against industry standards
• Guide strategic decisions: Use data to prioritize HR initiatives and resource allocation
• Simple to implement: One question delivers insights without survey fatigue

When combined with follow-up questions and demographic analysis, eNPS helps you understand whether your leadership is truly supporting your people.

When and how often should you measure eNPS?

When should you measure eNPS? Timing makes all the difference in getting actionable insights.

Here's the most effective approach:

• Regular pulse surveys: Quarterly or bi-annually to track trends over time; this frequent cadence is a best practice, as research shows only 22 percent of companies currently survey employees quarterly or more often.
• Lifecycle moments: After onboarding, during performance reviews, or before departures
• Post-initiative: After major changes like leadership transitions or policy updates

Consistency is key—regular measurement helps you spot patterns and measure the real impact of your employee experience efforts.

Limitations of eNPS

While eNPS is a powerful metric, it's important to recognize its limits. The score tells you what employees are feeling, but it doesn't tell you why. This gap is critical, as research shows that while 84% of managers see well-being as an advantage, only about a third of senior staff consider it a strategic priority.

To get the full picture, you should always follow up your eNPS survey with open-ended questions or qualitative interviews. This helps you understand the root causes behind the scores and identify concrete actions for improvement.

Building engaged global teams with eNPS

Understanding employee sentiment is the first step toward building a thriving, engaged workforce. By regularly measuring eNPS, you gain the insights needed to create a supportive environment where every team member feels valued—no matter where they are in the world.

A strong eNPS score is a sign of a healthy company culture, which is essential for attracting and retaining top talent globally—a fact reinforced by research showing nearly 80% of executives rated employee experience as important or very important. Ready to build your own world-class distributed team? Start hiring globally with a platform that makes it easy to care for your people everywhere.

FAQs

What does eNPS stand for?

eNPS stands for Employee Net Promoter Score, a metric that measures employee loyalty and engagement.

How do you calculate eNPS step by step?

Survey employees on a 0-10 scale, then subtract the percentage of detractors (0-6) from promoters (9-10).

What's the difference between a promoter and a detractor in eNPS?

Promoters (scores 9-10) actively recommend your company, while detractors (scores 0-6) are unhappy and may discourage others from joining.

Disclaimer: This article and all information in it is provided for general informational purposes only. It does not, and is not intended to, constitute legal or tax advice. You should consult with a qualified legal or tax professional for advice regarding any legal or tax matter and prior to acting (or refraining from acting) on the basis of any information provided on this website.