Employee NPS (eNPS) Calculator
Compute Employee Net Promoter Score from survey responses. Track workforce loyalty over time and compare to industry benchmarks.
What eNPS Measures
Employee NPS (eNPS) asks one question: 'On a scale of 0-10, how likely are you to recommend [Company] as a place to work?' Same scoring as customer NPS — promoters (9-10), passives (7-8), detractors (0-6). The metric correlates strongly with retention, productivity, and customer satisfaction (employees who feel good about the company deliver better service).
2026 industry benchmarks (Glint, Bain): tech avg +12, healthcare +18, professional services +25, retail +5, manufacturing +10. Top quartile across all industries: +30 or higher. Source: Bain & Company eNPS research, Glint 2026 Workforce Survey. Last updated: May 2026.
When to Send eNPS
(1) Quarterly cycle — most common cadence. Tracks trends, allows annual time-series analysis. (2) Post-onboarding (90-day mark) — captures new hire experience. (3) Post-major-events — layoffs, leadership change, acquisition. (4) Exit surveys — captures detractor reasoning at maximum honesty. Don't survey more often than monthly — fatigue tanks response rates and biases responses.
Anonymous vs Identified
Always anonymous for relationship eNPS. Even with the best intentions, employees censor honest feedback when names are attached. Use trusted third-party survey tools (Glint, Culture Amp, Lattice, Officevibe) to ensure data integrity. Comment-level identification can be useful for follow-up — but make participation voluntary and clearly stated.
Acting on eNPS Results
The number matters less than the comment themes. After each survey: (1) Categorize free-text responses by theme (compensation, manager, workload, mission, growth). (2) Share back to all employees within 14 days. (3) Commit to 2-3 specific actions (don't promise 10). (4) Re-survey 90 days later and track improvement on those themes. Companies that publish results and follow up see 15-25 point eNPS improvement over 12 months.