Employer net promoter score (eNPS): enhance your employer brand

Employee satisfaction is key to attracting and retaining top talent. The Employee Net Promoter Score (eNPS) is a simple yet powerful metric that measures how likely your employees are to recommend your workplace.

On Review.jobs' solution, businesses can leverage the employee net promoter score to build a stronger employer brand and improve their overall employee experience. By understanding and acting on eNPS data, you can create a more positive and engaging work environment.

Key features:
+ Collect authentic employee reviews
+ Track your employee net promoter score over time
+ Benchmark against industry standards
+ Respond to reviews and showcase your commitment to employee satisfaction

Ready to enhance your employer brand and attract top talent?

Track your eNPS

What is eNPS?

The Employee Net Promoter Score (eNPS) is a powerful metric that acts as a direct line to your workforce’s  loyalty and engagement.  Derived from the renowned Net Promoter Score (NPS) used for customer satisfaction, eNPS provides valuable insights into how likely your employees are to recommend your company as a great place to work.

How does eNPS work?

It’s simple. Employees are asked one single question: “On a scale of 0 to 10, how likely are you to recommend this company as a place to work?” Their responses categorize them into three groups:

  • + Promoters (9-10): Your company’s biggest advocates! These enthusiastic employees are your brand ambassadors, spreading positive word-of-mouth and contributing to a thriving workplace culture.
  • + Passives (7-8): Content but not overly enthusiastic, these employees represent an opportunity. By understanding their needs, you can convert them into passionate Promoters.
  • + Detractors (0-6): Unhappy employees can impact your employer brand. Addressing their concerns is crucial to mitigating negative feedback and improving your overall eNPS.

How to calculate eNPS?

To calculate your eNPS, subtract the percentage of Detractors from the percentage of Promoters. For example, if 60% of your employees are Promoters and 10% are Detractors, your eNPS would be 50.

Why does eNPS matter?

eNPS is more than just a number. It’s a key indicator of employee engagement, loyalty, and overall workplace satisfaction. By tracking and analyzing your employee net promoter score, you can:

  • + Pinpoint areas for improvement: Uncover hidden opportunities to enhance your employee experience and create a more positive and productive work environment.
  • + Monitor progress over time: Track the impact of your initiatives and measure the effectiveness of your efforts to improve employee satisfaction and loyalty.
  • + Benchmark against competitors: See how you stack up against industry leaders and identify areas where you can gain a competitive edge.
  • + Elevate your employer brand: A high eNPS is a powerful testament to your company culture and values, attracting top talent and boosting your reputation.

eNPS on Review.jobs

Review.jobs empowers you to harness the power of eNPS through confidential surveys and insightful analytics.

  • + Confidential surveys: collect honest feedback from your employees with anonymous surveys, ensuring candid responses.
  • + Easy data collection: Effortlessly collect eNPS data with our streamlined survey tools, saving you time and resources.
  • + Automated analysis: Receive instant insights into your eNPS score and track trends over time with our intuitive dashboard.
  • + Actionable insights: Identify areas for refinement and take data-driven action to boost employee morale, loyalty, and overall satisfaction.
  • + Private data, powerful impact: The insights you gain can inform your employer branding strategies and showcase your commitment to employee satisfaction on your review.jobs profile.

By using Review.jobs’ eNPS tools, you gain a deeper understanding of your employees’ needs and create a more positive and engaging work environment. This translates to an enhanced employer reputation, increased appeal to top talent, and improved employee retention.

Maximize the impact of your eNPS program

Implementing eNPS is just the first step. To truly harness its power, follow these best practices:

  • + Regularly survey your employees: Don’t just measure eNPS once. Conduct surveys regularly (e.g., quarterly or bi-annually) to track trends, identify changes in sentiment, and measure the effectiveness of your initiatives.
  • + Ask the right questions: Go beyond the basic employee net promoter score question. Include open-ended follow-up questions to gather qualitative data and understand the “why” behind the scores. This valuable feedback will provide deeper insights into your employees’ experiences.
  • + Ensure anonymity: Encourage honest and candid feedback by guaranteeing anonymity. Employees are more likely to share their true opinions when they know their responses are confidential.
  • + Segment your data: Analyze eNPS scores by department, tenure, location, or other relevant demographics to pinpoint specific areas for improvement within your organization.
  • + Benchmark your progress: Track your eNPS over time to monitor your progress and identify trends. Compare your scores to industry benchmarks to see how you stack up against competitors.
  • + Integrate with other metrics: Combine eNPS data with other HR metrics, such as employee engagement surveys and retention rates, to gain a holistic view of your workforce and make data-driven decisions.

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Frequently asked questions

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eNPS stands for Employee Net Promoter Score. It’s a metric that measures employee loyalty and engagement by asking how likely they are to recommend your company as a place to work.

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eNPS calculation is done by subtracting the percentage of Detractors (those who give a score of 0-6) from the percentage of Promoters (those who give a score of 9-10).

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It’s recommended to measure eNPS regularly, such as quarterly or bi-annually, to track trends and monitor progress.

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You can improve your employee net promoter score by acting on employee feedback, fostering a positive workplace culture, empowering employees, and offering competitive compensation and benefits.

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Review.jobs provides tools for collecting, analyzing, and tracking eNPS data. It also offers a platform to manage employee reviews and showcasing your commitment to employee satisfaction.

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A “good” eNPS score can vary by industry, but generally, 10-30 is considered a good score, 30-70 is excellent, and 70+ is world-class.

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eNPS surveys are a type of employee survey specifically designed to measure employee loyalty and engagement. They are often shorter than traditional employee feedback surveys, sometimes even taking the form of a pulse survey, to avoid survey fatigue. They typically ask employees how likely they are to recommend their company as a place to work, followed by an open-ended question asking why they gave that rating.

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eNPS measures how likely employees are to recommend your organization, which is a key indicator of employee loyalty. High scores suggest strong employee satisfaction and positive word of mouth, while low scores may indicate the presence of employee detractors who could damage your employer brand and negatively impact loyalty. By tracking eNPS, you can identify and address issues impacting loyalty.

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Analyzing employee net promoter score data over time can reveal several interesting trends:

  • + Industry Benchmarks: eNPS scores can vary significantly across industries. For example, technology businesses tend to have higher eNPS scores than retail companies. Understanding industry benchmarks can help you set realistic goals and assess your performance relative to your competitors.  
  • + Company Size: Employee net promoter scores can also be influenced by company size. Smaller companies often have higher scores due to stronger relationships and a greater sense of community. As companies grow, it can be more challenging to maintain high levels of employee engagement and loyalty.  
  • + Economic Conditions: eNPS scores can be affected by economic conditions. During times of economic uncertainty, employees may be more likely to stay in their current jobs, even if they are not entirely satisfied. Conversely, during times of economic growth, employees may be more likely to switch jobs, which can lead to lower eNPS scores.
  • + Seasonal Variations: Some businesses may see seasonal variations in their eNPS scores. For example, retail companies may see a dip in scores during the busy holiday season due to increased workload and stress.
  • + Impact of Initiatives: Tracking eNPS over time allows you to see the impact of your initiatives to improve employee engagement and loyalty. For example, if you implement a new employee recognition program, you may see an increase in your eNPS score. 

By analyzing these trends, you can gain a deeper understanding of the factors that are influencing your eNPS score and develop more effective strategies for development.

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To improve eNPS, focus on understanding and acting on employee sentiment. Analyze employee responses to identify areas for improvement, and create an action plan to address concerns. This could involve initiatives to boost employee engagement levels, improve communication, or enhance the workplace culture. Remember, actively listening to your employees and showing them that you value their feedback is key to improving eNPS.

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While NPS and eNPS share the same underlying methodology, they measure different things:   

  • + eNPS (Employee Net Promoter Score): Measures employee loyalty and engagement by asking how likely they are to recommend your company as a place to work. It focuses on internal stakeholders (your employees).   
  • + NPS (Net Promoter Score): Measures customer loyalty and satisfaction by asking how likely they are to recommend your company’s products or services. It focuses on external stakeholders (your customers).   

Essentially, eNPS is the internal counterpart to NPS, applying the same concept of measuring loyalty and advocacy to your workforce.

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Tracking and analyzing employee net promoter score offers numerous advantages for businesses:

  • + Improved Employee Engagement: eNPS provides valuable insights into employee satisfaction and engagement levels. By understanding what drives engagement, you can take targeted action to create a more positive and motivating work environment.
  • + Enhanced Employer Brand: A high employee net promoter score can be a powerful tool for attracting and retaining top talent. It demonstrates your commitment to employee satisfaction and showcases your company as a great place to work.
  • + Reduced Employee Turnover: Engaged employees are more likely to stay with your company. By improving employee net promoter score, you can reduce employee turnover and save on the costs associated with recruiting and training new hires.
  • + Increased Productivity: Engaged employees are more productive. When employees feel valued and motivated, they are more likely to go the extra mile and contribute their best work.
  • + Stronger Customer Relationships: Happy employees lead to happy customers. Engaged employees are more likely to provide excellent customer service, which can lead to increased customer satisfaction and loyalty.
  • + Early Identification of Issues: Regularly tracking employee net promoter score allows you to identify potential issues early on. This gives you the opportunity to address concerns proactively before they escalate and lead to more significant problems.
  • + Data-Driven Decision Making: employee net promoter score provides quantifiable data that can be used to inform your HR strategies and decision-making. This helps you make more informed choices about initiatives to improve employee engagement and satisfaction.
  • + Continuous Improvement: By tracking employee net promoter score over time, you can measure the effectiveness of your efforts to improve employee engagement and identify areas where further improvement is needed.

By leveraging the power of employee net promoter score, you can create a more engaged, productive, and loyal workforce, leading to improved business outcomes and a stronger bottom line.