How to calculate your Employee Net Promoter Score
Employee Net Promoter Score (eNPS) applies the NPS method to your own workforce. Employees are asked how likely they are to recommend the organisation as a place to work, on a scale from 0 (not at all likely) to 10 (extremely likely). The result is a single number that shows how many advocates you have compared with how many critics.
The calculation, step by step
- Count the promoters (9 or 10), the passives (7 or 8) and the detractors (0 to 6).
- Divide the promoters and the detractors by the total number of responses to get two percentages.
- Subtract the percentage of detractors from the percentage of promoters.
Example: 100 employees respond. 45 are promoters, 35 are passives and 20 are detractors. That is 45% promoters and 20% detractors, so the eNPS is 45 − 20 = +25.
What is a good eNPS?
eNPS tends to be lower than customer NPS, because employees are more critical of their employer than customers are of a product. A score above 0 is a healthy starting point, a score above 20 is good and a score above 50 is excellent. This calculator compares your result with a general reference score of +20; real benchmarks vary by sector, country and company size.
Getting an honest score
- Keep the survey anonymous and say so clearly. People answer more honestly when they cannot be identified.
- Aim for a high response rate. If only the most engaged employees respond, the score will look better than reality.
- Do not report results for very small teams, where individual answers could be traced back to a person.
- Ask a follow-up question such as “What is the main reason for your score?” so you know what to act on.
How often should I measure eNPS?
Most organisations measure eNPS two to four times a year. That is frequent enough to see a trend and to check whether changes are working, without asking the same question so often that people stop answering.
