It’s natural that employee engagement may ebb and flow, depending on what’s happening in your organization. Whether you set out to improve employee engagement, or just understand employee turnover, what better way to measure trends than to conduct regular eNPS surveys? In fact, depending on your company size, you can expect between 65% and 90% of your staff to respond to an eNPS survey.Ī high response rate is a good representation of employee satisfaction and results in plenty of great feedback that you can use to improve employee engagement. The employee net promoter score methodology is one of the fastest and easiest employee engagement surveys around.Ī straightforward question answered on an 11-point scale, accompanied by a follow-up question, takes literally seconds to respond to – meaning that response rates can be high. Here are 5 reasons why you should make eNPS a priority for your organization. Well unless you’re running the regional office at Dunder Mifflin, you probably want to know what your employees are thinking.Įmployee feedback can be an incredibly valuable tool, and shouldn’t be limited to human resources suggestion boxes and performance reviews. Top Benefits of Measuring Net Promoter Score for Employees Want to know everything there is to know about the NPS methodology and how it’s used? Check out our definitive guide to Net Promoter Scores. Nowadays, many NPS and eNPS surveys include an open ended question to dig a little deeper into the way customers and employees feel. The methodology was quickly criticized for being too simple, and not exploring why customers felt a certain way. When the NPS was originally designed by Fred Reichheld, the survey claimed to measure customer satisfaction with one question. Anything above 30 is brilliant! To Follow up or Not To Follow Up?
% Promoters – % Detractors = eNPS score between -100 and +100Īn organization’s eNPS score indicates employee engagement and is a progressive measure of the employee experience over time.Īnd for the record, a good eNPS score will be between 10 and 30. Responses are ranked on the same scale of 0-10, and are split into three categories: Promoters, Passives and Detractors. “How likely are you to recommend our organization as a place of work?” Rather than asking about products and services, an eNPS survey will ask employees: Like Net Promoter Score (NPS) is used to measure customer loyalty, employee NPS measures employee loyalty towards an organization. What is Employee Net Promoter Score (eNPS)?
The need for a good employer brand is stronger than ever, and one metric may just hold the key. As a result, attracting and holding onto talented staff has become harder. The ways in which people expect to work and what they want to gain from employment has shifted, with a greater shift towards personal happiness. You’re interested in finding out what your employees think, and increasing employee loyalty while you’re at it.Ī good thing too, seeing as the world of work has changed dramatically. If you’re reading this article, then the good news is that you’re already a step ahead of Season 1 Michael Scott. It’s not Michael Scott’s lack of self-awareness, or the many, many, cringe-worthy conversations that get me, but his blatant disregard for his employees – even when he gets direct feedback. I have a hard time watching the first season of The Office US. Welcome to the world of employee Net Promoter Score (NPS).
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