Work out your Employee Net Promoter Score
How many of your people would recommend the company as an employer? The eNPS condenses their answers into a single number.
How likely are you to recommend this company as a place to work?
Calculate eNPS
Enter how many answers fall into each group.
Total answers
0
Your Employee Net Promoter Score
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eNPS = % promoters − % detractors. Passives raise the total but do not count towards either side.
Track how your team feels, regularly
With empirio.ai you collect the eNPS anonymously and on a schedule. The analysis runs itself, so you see the trend across several measurements rather than a single snapshot.
- Anonymous participation with no way back to the person
- Recurring surveys on a schedule
- Break the result down by department or location
What is the eNPS?
The Employee Net Promoter Score applies the logic of the NPS to your workforce. Instead of asking about a product, it asks about the company as a place to work: how likely is someone to recommend their own employer? It is a fast indicator of engagement and satisfaction — and a good starting point when a full employee survey would be too much.
How is the eNPS calculated?
Exactly like the NPS: answers of 9 and 10 count as promoters, 7 and 8 as passives, 0 to 6 as detractors. The eNPS is the share of promoters minus the share of detractors, each as a percentage of all answers. Anonymity is what makes it work: only when people are confident their answer cannot be traced back to them is the result worth anything.
What counts as a good eNPS?
eNPS values sit well below the NPS values from customer surveys — employees judge more critically because they see the company from the inside. Above 0 is already solid, from +20 good, from +40 very good. As with the NPS, the trend beats the absolute number: an eNPS that climbs ten points over two quarters tells you more than any industry comparison.
eNPS ranges at a glance
| eNPS range | Rating |
|---|---|
| +40 to +100 | Very good |
| +20 to +39 | Good |
| 0 to +19 | Solid |
| −20 to −1 | Room to improve |
| −100 to −21 | Critical |
Common questions
How does the eNPS differ from the NPS?
In who you ask and what you ask them, not in the arithmetic. The NPS asks customers about a product; the eNPS asks employees about the company as an employer.
How often should the eNPS be measured?
One to four times a year works well. More often leads to survey fatigue; less often makes change invisible.
Does the survey have to be anonymous?
Yes, and this is the decisive point. Without anonymity people answer the way they think they should, and the score comes out systematically too high. From about five people per reporting group, anonymity holds even when you break results down by department.
How large does the team need to be?
The number becomes usable at around 20 answers and stable at 50. In smaller teams an open conversation usually tells you more than a metric.