If you’re trying to build a company that people don’t just work for, but believe in, employee sentiment matters. And while engagement surveys can give you a lot of insight, sometimes you need something simple, sharp, and repeatable. That’s where the Employee Net Promoter Score, or eNPS, comes in.
In this article, Sereda.ai will walk you through exactly what eNPS is, why it matters, and how to use it effectively, especially if you’re scaling, changing, or trying to boost retention.
What is eNPS?
eNPS is an employee-focused spin on the well-known NPS (Net Promoter Score) used in customer experience. Instead of asking customers about your product, you’re asking your team about their workplace experience.
The question is simple: “On a scale from 0 to 10, how likely are you to recommend this company as a great place to work?”
Here’s how the scoring works:
- Promoters (9–10): Loyal, enthusiastic employees who are likely to advocate for the company.
- Passives (7–8): Generally satisfied, but not enthusiastic enough to promote.
- Detractors (0–6): Unhappy employees who might negatively impact morale or brand reputation.
To calculate the score, subtract the percentage of Detractors from the percentage of Promoters: eNPS = % Promoters – % Detractors
The final score can range from -100 to +100. While it may look like a simple number, it often reflects deeper themes—engagement levels, team alignment, and even long-term retention risk.
When Should You Run an eNPS Survey?
Timing makes all the difference. If you ask too often, it becomes background noise. Too rarely, and you risk missing early warning signs. The sweet spot? Regular check-ins with a clear purpose.
So, when does it make sense to check in?
- Quarterly or biannually — A consistent cadence keeps feedback fresh without overwhelming people or collecting data for the sake of it.
- After significant changes — Leadership transitions, reorganizations, or shifts to hybrid/remote work all impact sentiment. eNPS can help you spot early friction or instability.
- Following onboarding, New hires often see things others miss. A quick check reveals how well they’re integrating—and how your onboarding experience holds up.
- Before strategic planning — Measuring team morale ahead of big initiatives helps you understand if people are aligned, overwhelmed, or energized.
What matters most is predictability with purpose. Employees should recognize eNPS as a regular part of company life, not a random task. When people see that their feedback leads to visible action, the signal gets stronger over time.
Benefits of Measuring eNPS
As simple as it is, a single question can reveal a lot, especially when it’s asked with intention and tracked over time. For founders and HR leaders focused on building strong, people-first organizations, this kind of ongoing pulse check can make all the difference.
Here’s why it matters:
It’s fast—and surprisingly insightful
You don’t need a lengthy questionnaire to get real answers. A short, well-timed survey can reveal how your team truly feels, without the fatigue that often comes with engagement initiatives.
Captures how culture evolves
As your company grows, shifts direction, or navigates change, the underlying culture often moves too. Tracking sentiment regularly helps you stay close to what’s actually happening, not just what you hope is happening.
Strengthens retention and reputation
People who feel good about where they work become your strongest advocates. Positive scores not only reflect team health, they also feed directly into your employer brand and help you attract the right talent.
Gives voice to the quiet majority
Not everyone is outspoken in meetings or feedback sessions. An anonymous format encourages honesty from those who might otherwise stay silent, and those are often the perspectives you most need to hear.
Scales with you
Whether your team is small and agile or spread across regions, this kind of feedback tool is easy to roll out and repeat. You don’t need a dedicated analytics team—just a willingness to listen and follow through.
Best Practices for Conducting an eNPS Survey
Asking the right question is only part of the equation—how you run the process is just as important. A simple eNPS can go a long way, but only if it’s handled with care, consistency, and clarity. Here’s how to get the most out of it:
1. Protect anonymity
If people don’t feel safe, they won’t tell you the truth. It’s that simple. Make it clear—upfront and in plain language—that responses are anonymous, and double-check that your tool truly supports that (especially in small teams or tight org structures). Anonymity isn’t just a checkbox—it’s the foundation for honest, useful feedback.
2. Always include a follow-up question
A number on its own doesn’t tell you much. That’s why one simple, open-ended follow-up—like “What influenced your response?”—can be so powerful. It turns vague sentiment into something you can understand, share, and act on. And it often reveals patterns that no score ever could.
3. Set the context before you launch
Don’t just send out a survey—explain why you’re running it. Is it part of a regular pulse? A response to recent changes? A prelude to strategy planning? When employees understand the purpose, they’re more likely to take it seriously and respond with intention, not skepticism.
4. Share the results—even if they’re tough
Feedback without follow-up breeds cynicism. After the survey closes, share a short summary: what you heard, what stood out, and where you’re focusing next. People don’t expect leadership to have all the answers—they just want to know their input wasn’t wasted.
5. Follow through (even in small steps)
You don’t need to fix everything overnight. But you do need to show movement. Pick one or two visible actions that respond to common feedback, and be clear about what’s happening. Even modest changes—when communicated well—build credibility and show that listening leads to progress.
Choosing the Right Tool: A Smart Checklist for HR Leaders & Founders
To make the most of eNPS (and avoid the usual survey headaches), choose a tool that covers these five essentials:
- Start Fast, Don’t Build from Scratch: Use tools that offer quality templates and a bank of ready-made questions—this saves time and ensures consistency.
- Customize Without Complexity: Look for the ability to add your own questions, choose question types, and adjust how many questions are shown in recurring cycles.
- Control Timing and Anonymity: A good tool should let you schedule start dates, set durations, automate reminders, and choose whether answers are anonymous.
- Make Participation Effortless: Surveys should reach employees directly (e.g., via email) and be easy to complete on any device, without extra logins or confusion.
- Get Reports That Drive Action: You’ll want clean reports, smart filters (by team, department, or cycle), and easy exports—so feedback actually informs decisions.
At Sereda Survey we’ve built the tool with eNPS in mind—minimal setup, powerful insights, and already integrated with the employee systems you use. No extra training, no overkill—just quick, honest signals to help you steer your team better.
Conclusion
No survey can fix culture on its own—but the right one, asked at the right time, can shine a light on what’s working and where things are starting to drift. That’s what makes this kind of pulse so valuable. eNPS is not a silver bullet, but it is a reliable compass—and when used regularly, it can help you stay aligned as your company grows and changes. If you’re ready to make employee feedback more consistent, more actionable, and far less manual, book a quick demo with Sereda.ai. We’ll show you how it works in practice.