Employee Net Promoter Score, or eNPS, is a simple way to find out how likely your employees are to recommend your company as a great place to work. It’s based on one question:
"On a scale from 0 to 10, how likely are you to recommend [company] as a great place to work?"
Employees who answer 9 or 10 are called Promoters (they love working there), 7 or 8 are Passives (neutral), and 0 to 6 are Detractors (less happy). We calculate the eNPS by subtracting the percentage of detractors from promoters, which gives a score from -100 to 100.
Why eNPS Matters
eNPS gives a quick snapshot of how your employees feel about the company culture and their overall engagement. It helps you understand if your team is happy and loyal, or if there might be issues you need to address.
Interpreting the eNPS Score
eNPS measures response to a single statement "I would recommend our company as a great place to work" on a scaled of 0 - 10
eNPS scores range from -100 to +100. Generally, a positive score indicates healthy employee engagement and satisfaction.
At Entromy, we use benchmarks to help interpret your eNPS score:
First Quartile: Very strong engagement, reflecting a healthy company with low risk of turnover.
Second Quartile: Good overall engagement. It’s helpful to look deeper at departments or business units to ensure consistent engagement across the organization.
Third Quartile: This is a watch zone. Scores above 10 are encouraging, while scores below 10 suggest an opportunity to focus on improvements.
Fourth Quartile: Indicates a need for attention and action to support your employees and improve engagement. Scores below -10 are closely monitored.
Tips for Getting the Most from eNPS
Keep it simple: Encourage employees to answer honestly and quickly — their gut feeling is the most valuable.
Don’t overcomplicate: Avoid explaining too much or guiding employees on how to answer, since that can skew the results. eNPS works best when it’s straightforward.
Help them understand (without bias):
Let employees know the survey is about how they feel about the workplace, not judging individuals.
Use clear, neutral language to explain the scoring groups.
Make sure everyone knows their responses are confidential.
Keep this explanation consistent over time so you can track changes accurately.
How to Talk to Employees About eNPS
Be clear about why you’re asking: Tell them you want honest feedback to make the company a better place to work.
Explain the scoring simply: Help them know what the numbers mean, but don’t push them toward certain answers.
Build trust: Remind them their answers are anonymous and really matter.
Wrapping It Up
eNPS is a powerful tool because it’s simple and tells you how your people really feel. When you use it thoughtfully and communicate clearly, it can give you great insights to help improve your workplace. The most important thing is to listen and take action on what you hear.