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eNPS. The one-question pulse.
Employee Net Promoter Score: promoters minus detractors. The quarterly metric that catches culture problems early.
Survey responses
Results
Total responses
50
quarterly pulse
% Promoters
56%
rate 9-10
% Detractors
14%
rate 0-6
eNPS
+42
-100 to +100
Benchmark
Healthy
Solid eNPS. Detractor follow-ups will tell you what's stopping the next 10 points.
How it works.
The number matters less than the trend. A flat eNPS at +30 over 4 quarters is healthier than a +50 followed by sharp drop. Watch the slope.
FAQ.
What is eNPS?+
Employee Net Promoter Score. 'How likely are you to recommend working here to a friend?' Score 0-10, then % promoters (9-10) − % detractors (0-6) = eNPS. Range: -100 to +100.
What's a good eNPS?+
0+ is acceptable, 20+ is good, 50+ is best-in-class. Benchmarks vary by industry: SaaS averages around 28; consulting around 9; retail near 0.
How often should I run eNPS?+
Quarterly. Monthly is too noisy and survey-fatiguing. Annual misses trend reversals. Pair quantitative eNPS with qualitative 1-on-1 conversation.
eNPS vs employee engagement surveys?+
eNPS = one question, fast trend. Engagement surveys = 30-50 questions, deep diagnostic. Run eNPS quarterly for trend, full engagement annually.
Should eNPS be anonymous?+
Yes, always. Identified responses suppress detractor honesty and break the signal. If you need to follow up with detractors, ask permission inside the survey.