What is eNPS?
eNPS, short for employee Net Promoter Score, is a metric used to measure how likely employees are to recommend an organization as a place to work. It gives HR and leaders a simple indication of employee advocacy, but it does not explain the reasons behind the score on its own.
eNPS is often used together with an Employee Engagement Survey, engagement score, employee comments and other feedback to understand what is shaping the employee experience.
Quick Answer:
eNPS measures how likely employees are to recommend their organization as a workplace. It is calculated by subtracting the percentage of detractors from the percentage of promoters.
The result is a score that can help organizations track employee advocacy over time.
How eNPS is Calculated
Employees are usually asked one question:
“How likely are you to recommend this organization as a place to work?”
They answer on a scale from 0 to 10. The responses are grouped into three categories:
- Promoters: employees who answer 9 or 10.
- Passives: employees who answer 7 or 8.
- Detractors: employees who answer 0 to 6.
The eNPS score is calculated by subtracting the percentage of detractors from the percentage of promoters.
eNPS Example
If 50% of employees are promoters and 20% are detractors, the eNPS score is 30.
The score gives a simple signal about employee advocacy. But the number alone does not explain why employees would or would not recommend the organization.
To make eNPS useful, HR and leaders should look at the score together with comments, engagement drivers, team context and changes over time.
Common Misunderstandings
- eNPS is not a complete measure of employee experience.
- A single eNPS score does not explain what employees need.
- Passives are not included in the final calculation, but they still provide useful context.
- eNPS should not be tracked without follow-up.
- Comparing eNPS across teams can be misleading without understanding local context.
Related eNPS Topics
Explore Employee Experience Further
eNPS can help organizations understand employee advocacy, but it becomes more valuable when it is connected to broader employee feedback, engagement data and action planning.
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