Employee Net Promoter Score (eNPS) is a one question survey that asks how likely employees are to recommend the company as a place to work, on a scale of 0 to 10. The percentage of promoters minus the percentage of detractors gives a score that can range from minus 100 to plus 100.
HR and people opstopic
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In one line
A one question survey: how likely are you to recommend this company as a place to work, on a scale of 0 to 10. Promoters minus detractors gives the score.
eNPS borrows the Net Promoter method used for customer loyalty. People who answer 9 or 10 are promoters, 7 or 8 are passives and 0 to 6 are detractors. Passives count toward the total number of responses but not toward either group.
Because it is a single question, eNPS is quick to run and easy to track over time or compare across teams. It works best as a pulse alongside a few follow up questions, especially an open question asking why the person gave their score.
A score on its own says little about causes. Use the comments, wider engagement survey results and turnover data to understand what is driving it.
Formula: eNPS = percentage of promoters (scores 9 or 10) minus percentage of detractors (scores 0 to 6)
Why it matters to recruiters
eNPS gives HR and recruiting a quick read on how employees feel about the company as an employer. A falling score often comes before rising turnover and weaker referrals, both of which add to the recruiting workload. Promoters are also your best source of referrals and authentic employer brand content.
An example from a recruiting desk
A company surveys 200 employees. 80 answer 9 or 10, 70 answer 7 or 8, and 50 answer 0 to 6. Promoters are 40 percent and detractors 25 percent, so eNPS is 40 minus 25, or plus 15. Comments show detractors cluster in one office, which leads HR to look at that site's management and workload first.
Tips that help
Always add an open question asking why the person chose their score.
Run eNPS on a regular cycle so you can track the trend.
Keep responses anonymous and report only on groups large enough to protect identities.
Ask promoters if they would refer friends or share their story.
Mistakes to avoid
Comparing your score with other companies' numbers without knowing how they were gathered.
Treating the score as the goal rather than a signal to investigate.
Which tools help?
A few of the engagement tools in our directory. Prices are the published starting price on the date we last checked.
Any positive score means more promoters than detractors. Focus on your own trend over time and differences between teams rather than outside comparisons, which vary by industry and survey method.
How often should you run eNPS?
Many companies run it quarterly or alongside regular pulse surveys. Too often can cause survey fatigue, while once a year makes it hard to see changes in time to act.
Is eNPS the same as employee engagement?
No. eNPS is one question about advocacy. Engagement covers a broader set of factors. eNPS is a useful headline number inside a wider engagement survey.
