Definition
Employee Net Promoter Score (eNPS) is a single-question loyalty metric that asks employees how likely they are to recommend their employer as a place to work, on a 0 to 10 scale. The score is the percentage of promoters minus the percentage of detractors, ranging from negative 100 to positive 100.
Also known as: eNPS
How it works
Employees answer one question: how likely are you to recommend this organization as a place to work, from 0 to 10. Responses of 9 or 10 are promoters, 7 or 8 are passives, and 0 through 6 are detractors. The score equals the share of promoters minus the share of detractors, expressed as a whole number. Passives count in the total but do not affect the subtraction.
Most teams add an open-text follow-up asking why, since the number alone does not explain the cause. Surveys run quarterly or twice a year, and results are segmented by department, tenure, or location to find specific problems. Anonymity thresholds protect small groups. Because eNPS is one question, it works as a pulse check rather than a replacement for a full engagement survey.
Example
A company with 250 employees surveys everyone and gets 100 promoters, 90 passives, and 60 detractors. The score is 40 percent promoters minus 24 percent detractors, so its eNPS is 16.
How it differs from similar terms
Employee Net Promoter Score vs Objectives and Key Results. eNPS measures how employees feel about the workplace, whereas OKRs track the business outcomes teams are working toward. Used together, they show whether goal pressure is affecting sentiment.
Related terms and guides
Frequently asked questions
What is a good eNPS score?
Because the scale runs from negative 100 to positive 100, any positive score means promoters outnumber detractors. What counts as good depends on industry, company size, and survey method, so compare against your own prior results first and be cautious with external benchmarks.
How often should eNPS be measured?
Quarterly or twice a year suits most organizations. Surveying more often risks fatigue and lower response rates, while less often misses trends. Whatever the cadence, share results and act on them, because employees stop responding when nothing visibly changes. Keep the question and timing consistent so results can be compared.