Employee NPS (eNPS) is a simple metric that measures how willing employees are to recommend their employer to others. It is a quick way to get a regular overview of the mood in the company.
Employee NPS (Employee Net Promoter Score) is an adaptation of the customer NPS for internal use. Employees answer a single question: "On a scale of 0–10: How likely is it that you would recommend this company as an employer to your friends or colleagues?"
eNPS = % Promoters − % Detractors
eNPS above 20 = a good result. eNPS above 50 = excellent. eNPS below 0 = a serious signal to act.
eNPS is most valuable as a trend over time — not as an absolute number. Measure regularly (quarterly or semi-annually) and track the movement. Always add an open question: "What would have to happen for you to give a higher rating?"
eNPS is quick and simple, but superficial. Combine it with a regular pulse survey or exit interviews for a deeper understanding.
A company finds that eNPS dropped from +15 to −5 over the quarter. An analysis of the answers to the open question shows that the main theme is unclear communication about the company's strategy. HR proposes a series of town-hall meetings and the introduction of regular 1:1s with managers.
eNPS gives you a number. Reviews give you the context.
In Speybl you run reviews and 360° feedback so the results can be compared over time — not as one survey a year.
Set it up with us, and start with the one thing that hurts most.
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