What is eNPS (Employee Net Promoter Score)?

Employee Net Promoter Score (eNPS) is an adaptation of the traditional NPS metric that measures employee satisfaction and engagement. It asks employees one simple question: "On a scale of 0-10, how likely are you to recommend this company as a place to work to a friend or colleague?"

How eNPS is Calculated

Employee responses are categorized into three groups:

Promoters (9-10): Highly engaged employees who actively advocate for your company
Passives (7-8): Satisfied but not enthusiastic employees who may leave if given a better offer
Detractors (0-6): Disengaged, unhappy employees at risk of leaving and potentially damaging company reputation

The eNPS is calculated by subtracting the percentage of Detractors from the percentage of Promoters: eNPS = % Promoters - % Detractors

2025 eNPS Benchmarks

Based on Culture Amp, AIHR, and ClearlyRated 2025-2026 research:

Global Median: 17
Small Companies (0-250 employees): 24
Medium Companies (251-1000 employees): 17
Large Companies (1000+ employees): 15

What Makes a Good eNPS Score?

While context matters, here's a general guide:

50+: Excellent - World-class employee engagement (top 10%)
30-50: Strong - Well above average, indicates healthy culture
10-30: Good - Decent engagement but room for improvement
0-10: Average - Neutral sentiment, action needed
Below 0: Critical - Serious employee satisfaction issues

Why eNPS Matters for Your Business

eNPS is more than just a satisfaction metric - it's a predictor of business success:

Predicts Turnover: Low eNPS strongly correlates with high employee churn
Impacts Productivity: Engaged employees are 21% more productive
Affects Customer Experience: Happy employees create happy customers
Reduces Costs: High turnover costs 33-200% of an employee's annual salary
Improves Hiring: Promoters help attract top talent through referrals

How to Improve Your eNPS Score

Act on Detractor Feedback: Conduct exit interviews and address common concerns immediately
Convert Passives to Promoters: Identify what would make them more enthusiastic and implement changes
Invest in Development: Offer professional growth opportunities and career paths
Improve Work-Life Balance: Implement flexible work arrangements and respect boundaries
Recognize and Reward: Acknowledge good work regularly and fairly
Strengthen Leadership: Train managers on engagement and communication skills
Foster Culture: Build inclusive, transparent workplace culture
Close the Feedback Loop: Show employees their feedback leads to real changes

When to Measure eNPS

Quarterly Surveys: Regular pulse checks help track trends and catch issues early

After Major Changes: Reorganizations, leadership changes, or policy updates

Post-Onboarding: 30-90 days after new hire start date

Before Performance Reviews: Get honest feedback when employees aren't being evaluated

eNPS vs Other Employee Metrics

eNPS vs Engagement Surveys: eNPS is a quick pulse check, while full engagement surveys provide deeper insights into specific factors. Use both together.

eNPS vs Turnover Rate: eNPS is a leading indicator that predicts turnover before it happens, giving you time to act.

eNPS vs Customer NPS: They're connected - companies with high eNPS typically have higher customer NPS as well.

Common eNPS Mistakes to Avoid

Surveying Too Often: Quarterly is ideal; monthly can lead to survey fatigue
Not Maintaining Anonymity: Employees won't be honest if they fear retaliation
Ignoring Follow-Up: If you collect feedback but don't act, scores will drop
Comparing Across Industries: Focus on your own trends and company size benchmarks
Focusing Only on Score: The qualitative feedback is often more valuable than the number

Start Measuring eNPS Today

Use our free eNPS Calculator above to measure employee engagement, compare against 2025 benchmarks by company size, and get AI-powered recommendations for improvement. With CSV upload support and detailed analytics, you can start understanding your workforce better in minutes.

Employee NPS (eNPS) Calculator