Who's most likley to recommend working at your company? Get a quick, exact calculation complete with management tips on how to turn detractors into promoters.
Employer Net Promoter Score, or eNPS, is a score from 0 to 10 that helps you determine the likelihood of your employees recommending working for you. Based on the score, it splits employees into three categories: 0-6 means detractors, 7-8 are passives, and 9-10 are promoters.
Having a net promoter score for specific employees makes it easier to distinguish who to ask for a Glassdoor review or vouch for you at recruitment events. Lower scores can also tell you when someone is unhappy so you can look into what’s not working.
The net promoter score is the easiest way to assess surface level friction in a team. If the whole team is unhappy, especially when compared to other teams, you’ll know immediately with just one objective, quantifiable question.
If you want to build up your employer branding, checking eNPS on a company-wide level is a great first step. Lower detracting scores indicate dysfunction in your company culture, while high promoter scores means what you’re already doing is great.
The most difficult part of calculating company and team level eNPS is getting everyone to take the survey. All you need is the answer to one question, which is “How likely are you to recommend working here?”
It’s easy to include this question into your other employee surveys or even slip it into your evaluations. Once you have the answers, you can check the overall sNPS score for specific teams, departments or the company as a whole.
Employee net promoter score calculation formula:
% of promoters - % of detractors = employee net promoter score
While getting the score is simple, drawing conclusions from it is more complex. Here’s what managers can do with different scoring employees.
These are your biggest fans. They won’t shut up about how much they love you. They consider working under your leadership a dream job, they align with company values, and they see a long term future with you.
What should managers do with promoters: Promoters are your happiest employees. In order to create more of them, find out what makes your current promoters feel heard, safe and supported.
Employees in this category feel lukewarm about you and need to be incentivized to leave a Glassdoor review. If you manage to get one out of them, it will be a 4/ 5 instead of the 5 / 5 a promoter will leave you.
What should managers do with passives: Passives just one small step away from becoming promoters. But also just one step away from becoming detractors. Do nothing and as more issues pile on, they will turn into detractors. Identify what’s holding them back, acknowledge and validate their issues to turn them into promoters.
The lower down the scale these employees are, the more likely they are to go out of their way to voice their discontent on public platforms.
(For real, not in a “7 day trial that will charge your credit card because you forgot to cancel” kind of way.)