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.”
How is eNPS Scored?
Similar to the NPS calculations, employee answers are then divided into three categories:
Employees considered detractors are typically disengaged and unhappy within their organization. Furthermore, they often say negative things about work, leadership, and the company. This can cause them to have a negative influence on other employees, even bringing once engaged employees down to their level.
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.
Promoters are the exact type of employee organizations wish to cultivate. These are the most loyal employees within a company with high engagement levels and are those that have embraced the company culture and seek to share their loyalty to the organization both inside and out. It’s important for organizations to garner employee feedback from these individuals and use their input to increase satisfaction companywide.
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.
Why Should You Care About the eNPS?
- Actionable insights with data on regular intervals
- Managers and leaders readily understand eNPS
- Trends can be spotted quickly
Additionally the eNPS is useful so that you can get a read for how your employees feel about their job. However, while the employee NPS is a decent indicator of employee sentiment, perhaps the primary benefit of an eNPS score is to serve as a catalyst for doing an even deeper dive on engagement within your organization.
At DecisionWise, we specialize in helping your organization use the eNPS as a tool to increase overall employee engagement . One way we do this is through a more comprehensive employee engagement survey that contains a variety of additional questions to identify the employee engagement level of your organization or to more accurately determine where your employees fall along the employee engagement spectrum . This employee survey will help give a voice to your employees and ultimately strengthen the overall eNPS score.
