The single most powerful metric to measure employee loyalty, advocacy, and organizational health.
eNPS measures how likely employees are to recommend your organization as a place to work. Scores range from -100 to +100.
Unhappy employees who may damage your employer brand through negative word-of-mouth and are at high risk of leaving.
Satisfied but unenthusiastic employees who are vulnerable to competitive offers. Neutral about recommending.
Loyal enthusiasts who actively recommend your company and contribute to positive culture and growth.
Follow-up: "What is the primary reason for your score?"
eNPS is calculated by subtracting the percentage of Detractors from the percentage of Promoters.
Note: Passives count toward the total number of respondents but don't affect the score directly.
Compare your eNPS against industry standards and best-in-class organizations
Global average eNPS typically ranges between +10 and +30. Scores above +50 indicate exceptional employee advocacy.
Track eNPS monthly or quarterly to identify trends and measure impact of initiatives.
Visualize score changes over time and correlate with organizational events and actions.
Break down eNPS by department, location, tenure, role, or custom demographics.
Understand the "why" behind scores with sentiment analysis of open-ended responses.
Get notified when scores drop below thresholds or specific segments show concerning trends.
Compare your scores against industry peers and global benchmarks in our database.
Empower leaders with team-level eNPS data and actionable improvement recommendations.
Convert insights into action with built-in improvement planning and progress tracking.
Research shows eNPS strongly correlates with employee retention, productivity, customer satisfaction, and business growth. A 10-point increase in eNPS can reduce turnover by up to 25%.
Get started with eNPS tracking and turn employee feedback into strategic action.
Get StartedTrack trends without survey fatigue
Understand reasons behind scores
Transparency builds trust
Close the feedback loop