{"id":8272,"date":"2022-10-04T16:04:57","date_gmt":"2022-10-04T13:04:57","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=8272"},"modified":"2022-10-04T16:04:57","modified_gmt":"2022-10-04T13:04:57","slug":"what-is-enps-score","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2022\/10\/what-is-enps-score.html","title":{"rendered":"Getting the measure of the employee Net Promoter Score (eNPS)"},"content":{"rendered":"
Capturing the right answers means asking the right questions. And to gauge how employees feel about their employer, the question is usually:<\/p>\n

\u201cHow likely are you to recommend working here to a friend, family member, or colleague?\u201d<\/em><\/strong><\/p>\n

It\u2019s a query that forms the basis of most employee satisfaction surveys because it\u2019s simple<\/strong>, clear<\/strong>, and measurable<\/strong>. And it\u2019s the key metric used to generate that all-important Employer Net Promoter Score. Or, eNPS.<\/p>\n

But what is the eNPS score, how can you measure it, what do you do with it, and\u2014most importantly\u2014why does it matter?<\/p>\n

In this guide, we ask our own questions to learn more about the scoring system most organizations use to measure employee engagement. How can it work for you? Let\u2019s find out.<\/p>\n

What is eNPS score?<\/h2>\n

In 2001, business strategist Frederick Reichheld introduced the Net Promoter Score system (NPS). Designed to measure a company\u2019s brand loyalty, the system asked customers just one question:<\/p>\n

\u201cOn a scale of zero to ten, how likely would you be to recommend our [service\/product\/company] to friends or family?\u201d<\/em><\/p>\n

Then, using its fixed rating system and a predetermined formula (more on this soon), a single score was calculated. That score represented a company\u2019s Net Promoter Score.<\/p>\n

Simple, yet powerful, the concept was later adapted by employers for internal use. Its purpose? Like the NPS, the eNPS meaning was similar: it measured loyalty. But instead of customer loyalty, it measured the loyalty of employees to their employer<\/strong>.<\/p>\n

And so, the eNPS, or employee Net Promoter Score, was born.<\/p>\n

Same, but different<\/h3>\n

Like the NPS, the eNPS is designed to provide a real-time temperature check, which captures the in-the-moment sentiment of its respondents. But while the NPS directly targets specific customers and links historical data associated with their profile to their NPS score, the eNPS is anonymous<\/strong>. Keen to elicit an honest, open response without fear of any comeback, with an eNPS survey, there\u2019s no link between a response and a known individual.<\/p>\n

Despite this, NPS and eNPS scores often sync up. Yes, they focus on different groups. But a high NPS usually mirrors a high eNPS. Same goes for a low NPS.<\/p>\n

The rating system<\/h3>\n

The eNPS works on a scale of zero to ten<\/strong>. Each employee chooses a number based on their response to the question: How likely are you to recommend our workplace to a friend or family member? The higher the number, the greater the level of satisfaction.<\/p>\n

The ratings are then grouped into three categories:<\/p>\n