Employer net promoter score (ENPS) is a great way for companies to get a deeper insight into employee engagement and how likely employees would be to recommend the employer. 

Employee net promoter score (ENPS) is an adaptation of the vastly popular net promoter score which has during the last decade become an important way to measure customer satisfaction.

In Henry, we use our own adaption of the ENPS style question to help you quantify engagement. It is visible directly in the dashboard and will enable you to compare and understand differences in engagement across key focus ares in your company.


How is the ENPS is calculated? 

In Henry, we ask employees how likely they are to recommend the employer on a scale from 1-5. The answers are divided into three segments: Red which is detractors, grey which are passives and green which are promoters. 

Detractors
Often these employees are unsatisfied about crucial things at work and have already divested themselves from their work. One individuals disengagement doesn't necessary only stop with them but can also effect the rest of the team and their overall moral.

Passives
Are individuals who are basically in between meaning that they are not disengaged but at the same time they are holding back from approaching work with full enthusiasm and motivation. 

Promoters
Are individuals within the organisation that are highly engaged and which approach work with enthusiasm and high energy levels. These individuals usually go above and beyond in their current role and are strong internal and external ambassadors for the company.

The ENPS is calculated by subtracting the percentage of detractors from the percentage of promotors. Scores can range from -100 to 100. In Henry, we also display a number of detractors, passives, and promoters.

We have also conducted internal research across our users, using a 0-10 scale as well as our standard 5-point questions and the results are near to perfect with a correlation of 0.92. 

Note:

What is good to know is that ENPS often returns significantly lower scores than customer NPS since employees tend to hold their place of work to a higher standard than the customers who purchase the product.

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