Employee Net Promoter Score (eNPS) Calculator

Calculate eNPS from your employee survey data. Understand workplace sentiment and identify areas for improvement in employee experience.

eNPS = % Promoters (9-10) - % Detractors (0-6) | Score Range: -100 to +100 | Rating: <0=Poor, 0-20=Fair, 20-40=Good, 40-60=Great, 60+=Excellent
Example: 45 Promoters, 30 Passives, 25 Detractors, 100 total. Promoters: 45%, Detractors: 25%. eNPS = 45 - 25 = 20 (Good). At-risk employees: 25. Champions: 45. Focus on reducing detractors by addressing key concerns.

What is a good eNPS score?

Industry benchmarks: -100 to 0 = Poor, 0-20 = Fair, 20-40 = Good, 40-60 = Great, 60+ = Excellent. Tech companies: 30-50 is typical. eNPS is usually 10-20 points lower than consumer NPS due to honesty in employee surveys. Top companies achieve 50+.

How does eNPS differ from NPS?

NPS measures customer loyalty, eNPS measures employee loyalty. Both use the same -100 to +100 scale and calculation method. The only difference is who is answering: customers for NPS, employees for eNPS. They correlate - companies with high eNPS often have high NPS.

How do I improve my eNPS?

Focus on detractors first: conduct stay interviews, address compensation concerns, improve management training, enhance work-life balance, create clear career paths, recognize achievements, increase transparency, and gather action items from exit interviews.

How often should I measure eNPS?

Best practice: quarterly or bi-annually. Monthly is too frequent and leads to survey fatigue. Annual misses trends. Compare results over time to track improvement. Segment results by department, tenure, and role to identify specific issues.

What questions are used in eNPS surveys?

Standard: "How likely are you to recommend this company as a place to work?" (0-10 scale). Follow-up: open-ended "Why did you give this score?" These questions identify specific drivers and allow action planning. Include demographic questions for segmentation.