People ask me if there is a way to measure engagement besides using an employee engagement survey. The answer? Yes, there is. eNPS, or Employee Net Promoter Score, is a one-question survey that measures the likelihood of whether an employee would be willing to recommend your organization as a place to work.
Originally a way to measure customer loyalty, NPS has been expanded to measure employee loyalty. And while it’s not meant to be a complete way of measuring employee engagement, because it’s only one question, eNPS is a simple way for a company to get started.
How does it work? Employees are asked one question: On a scale from 0-10, how likely are you to recommend this organization as a good place to work? Answers are broken down into three categories: Detractors (0-6), Passives (7-8), and Promoters (9-10). Your eNPS score – which can range from -100 to +100 – is tallied by subtracting your percent of Detractors from your percent of Promoters. Passives are not counted because they are considered neutral.
- eNPS = % of Promoters minus % of Detractors
What is a good eNPS score? Anything between +10-50, is considered to be very favorable, but if your score is below 0, don’t beat yourself up. I just read an article by a consulting firm that has been measuring eNPS for a decade for European and Australian companies. The average score across their clients is a paltry -10%. Achieving a positive eNPS is a solid achievement.
WHAT CAN I DO? Execute eNPS in your organization. Knowledge is power, my friends. When you know what your employees think about your culture, you can put a plan in place to improve. It’s a new year. Tackle this issue and make improvements, and I promise it will be a year like no other.