The employee net promoter score (eNPS) helps you measure how likely Employees are to recommend your organization as a great place to work. It provides a quick way to understand overall satisfaction and loyalty.
What is eNPS?
eNPS is based on a single question:
“How likely are you to recommend this company as a great place to work?”
Employees respond using a scale from 0 to 10. Based on their response, they are grouped into three categories:
Promoters (9–10): Enthusiastic supporters who are likely to recommend your company.
Passives (7–8): Generally satisfied but not enthusiastic enough to promote.
Detractors (0–6): Unhappy Employees who may share negative feedback.
Your organization’s overall eNPS is calculated as:
eNPS = % of Promoters – % of Detractors
The score ranges from –100 to +100. A higher score indicates stronger loyalty and satisfaction.
Where to find your eNPS
To view your current eNPS:
Go to the Pulse Survey tab.
Select a time period from the drop-down menu.
Find the eNPS score.
The score includes your current eNPS, the number of responses, and the percentage breakdown of Promoters, Passives, and Detractors.
How eNPS is calculated
eNPS is automatically calculated using Employee answers from the standard question in the Pulse Survey. You can’t edit or remove this question.
Your eNPS is calculated by:
Counting the total number of Promoters.
Counting the total number of Detractors.
Dividing both by the total number of respondents to get percentages.
Subtracting the percentage of Detractors from the percentage of Promoters.
For example:
70% Promoters
10% Detractors
eNPS = 70 – 10 = 60
Passives are not used in the calculation but are shown in your results for context.
Who can see eNPS results?
Only users with access to survey results can view eNPS data. This typically includes:
Administrators
Executives
Team Managers
When are eNPS results available?
eNPS scores appear as soon as at least one Employee answers the question in the Pulse Survey.
Tips for improving your eNPS
A low eNPS doesn’t always mean something is wrong, but it can help you identify areas for improvement.
Consider:
Reviewing anonymous comments left by Detractors.
Following up with 1-on-1s to explore concerns.
Sharing positive feedback from Promoters to boost morale.
Tracking changes over time to see if actions have an impact.