eNPS: the power of Employee Net Promoter Score

Introduction

Just as NPS measures customer loyalty, it measures eNPS employee loyalty: how likely are they to recommend the company as an employer?

eNPS is simple but powerful: it identifies promoters, passives and detractors among employees and gives organizations insight into engagement and culture.

Measuring eNPS

• Question, "How likely are you to recommend this company as an employer?"
• Scale: 0-10
• Classification:
  • 9-10: promoters
  • 7-8: passives
  • 0-6: detractors

eNPS is calculated as:

eNPS=%Promotors−%Detractors

Why eNPS is important

1. Predicting employee loyalty
   High eNPS correlates with less turnover and higher productivity.
2. Measuring engagement
   It provides insight into motivation, job satisfaction and culture.
3. Support strategic decisions
   HR can prioritize interventions that improve eNPS, such as leadership training or workload reduction.

Practical examples

• Retail: eNPS measured → interventions at low score → engagement increased 15%
• Financial sector: eNPS linked to onboarding → new employees integrated faster → retention improved
• Tech companies: Pulse surveys combined with eNPS → trends visible early → management proactive

Best practices

1. Combine eNPS with open-ended questions for qualitative feedback
2. Measure regularly (e.g., quarterly) to track trends
3. Use data to plan targeted actions
4. Communicate clearly how feedback is acted upon

Conclusion

eNPS is a powerful measuring instrument for employee loyalty and engagement. Organizations that monitor and track eNPS create a positive working culture, reduce turnover and increase productivity and customer satisfaction.