Employee Net Promoter Score (eNPS): 2025 Ultimate Guide

Employee net promoter score (eNPS) is a simple yet powerful way to measure how much your employees truly love working at your company. It all comes down to one question:
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“On a scale of 0 to 10, how likely are you to recommend this company as a workplace?”

Based on their answers, employees fall into three groups:

• Promoters (9–10): These are your biggest fans—employees who are excited about their job and actively recommend your company to others.
• Passives (7–8): They’re satisfied but not enthusiastic. Passives won’t actively promote your company, but they’re not unhappy either.
• Detractors (0–6): These employees are less satisfied and may even discourage others from joining your organization.

This breakdown gives you a clear snapshot of employee engagement and loyalty. Originally adapted from Bain & Company’s customer NPS, eNPS delivers honest, real-time feedback on your workplace culture.

When employees feel good about where they work, they’re more likely to stay, do great work, and help your company grow. A high eNPS means your team is engaged, loyal, and proud of your workplace culture. When your team feels this way, your business sees better results—plain and simple. Engaged employees drive profits: companies with highly engaged teams are 21% more profitable.. What’s more, happy employees create happy customers. By tracking eNPS, you can spot issues early and build a stronger, more motivated workforce.

So you’ve got your employee net promoter score (eNPS) responses from employees—now what? Calculating your eNPS is straightforward, but knowing how to interpret the results is where the real value kicks in.

Here’s the step-by-step breakdown:

1. Categorize Responses:
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   • Promoters (9–10): Team members who’d happily recommend your company as a workplace.
   • Passives (7–8): Satisfied, but not enthusiastic.
   • Detractors (0–6): Those who might not recommend your company.
2. Do the Math:
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   eNPS = (% Promoters) – (% Detractors)
   

Let’s see it in action:

• Example 1:
  • Surveyed: 120 employees
  • Promoters: 75 (62.5%)
  • Detractors: 15 (12.5%)
  • eNPS: 62.5% – 12.5% = 50
  • What this means: A strong score—your team is engaged and your workplace culture is on point.
• Example 2:
  • Surveyed: 500 employees
  • Promoters: 150 (30%)
  • Detractors: 250 (50%)
  • eNPS: 30% – 50% = -20
  • What this means: More detractors than promoters—time to focus on listening and improving.

Got your eNPS results back? Those numbers might look simple at first glance, but there's more to them than meets the eye. Behind that single figure lies a treasure trove of insights about your organization's employee experience.

How to Interpret Your eNPS Score

1. Positive eNPS (Above 0) 👍
   • What it means: More promoters than detractors. Your team is generally happy, engaged, and proud of your workplace culture.
   • Example: An eNPS of +40 means most employees would recommend your company as a great place to work.
2. Neutral eNPS (Around 0) ↔️
   • What it means: Promoters and detractors are about even. There’s room to boost engagement and loyalty.
   • Example: An eNPS of +5 signals it’s time to listen to your team and make improvements.
3. Negative eNPS (Below 0) 👎
   • What it means: More detractors than promoters. This highlights real issues that need attention.
   • Example: An eNPS of -15 suggests a significant portion of your team is unhappy or disengaged.

Why zero isn't neutral

Here's a misconception I see all the time: a zero eNPS doesn't mean "neutral" like you might expect. It actually means you have exactly the same percentage of promoters as detractors. And that's not as safe as it sounds—those detractors can do real damage to your culture and hiring efforts.

I've seen too many HR teams pop champagne when they climb from negative territory to zero, but that's just the first step of the journey, not the destination. Your goal should always be a solidly positive score where your champions clearly outnumber your critics.

Industry benchmarks to know

Wondering where your employee net promoter score (eNPS) stands compared to the rest of your industry? Benchmarks and real-world stats give you the context you need to set goals, spot trends, and measure your progress in employee engagement and loyalty.

Here’s a table of current eNPS industry benchmarks and what they mean for your workplace culture:

eNPS Industry Benchmarks (2025)

What does a good eNPS look like?

• +41 and above: Outstanding—your team is highly engaged and loyal.
• +21 to +40: Very good—strong engagement, but there’s always room to grow.
• -10 to +20: Typical—some employees are happy, others less so; look for ways to improve.
• -11 and below: Low—time to dig into feedback and take action

Industry-specific eNPS benchmarks help you set realistic goals and understand if your employee engagement efforts are hitting the mark. Companies

Getting honest feedback from your team is the backbone of a thriving workplace culture. Running employee net promoter score (eNPS) surveys the right way means more than just collecting numbers—it’s about building trust, spotting trends, and driving real change.

Here’s how top companies run eNPS surveys for maximum impact:

1. Schedule Employee eNPS Surveys Strategically, Not Just Regularly

Time your employee eNPS surveys around key events—like major policy changes, leadership transitions, or after company milestones. This ensures feedback reflects real experiences, not just routine check-ins.

2. Communicate the Purpose Behind Each Employee eNPS Survey

Clearly explain why you’re running the eNPS survey and how results will be used. For example, “We want to understand how recent changes to our flexible work policy are impacting your experience.”

3. Craft Employee eNPS Survey Questions for Honest, Actionable Insights

Use the standard eNPS question and add targeted open-ended prompts, such as, “What one change would make you more likely to recommend us as a workplace?” This helps you move beyond the score to real solutions.

4. Guarantee Anonymity in Employee eNPS Surveys

Use trusted survey tools like ThriveSparrow that keep responses anonymous, so employees feel safe to share honest feedback. Anonymity is key to uncovering genuine concerns and opportunities.

5. Act on the Employee eNPS Survey Results

Share survey outcomes transparently with your team and outline clear next steps. For instance, if career growth is a top concern, launch a mentorship program within the next quarter.

6. Track Employee eNPS Trends by Team and Department

Analyze eNPS scores by department, location, or tenure to spot engagement gaps. This targeted approach helps you focus interventions where they’re needed most.

7. Close the Loop After Each Employee eNPS Survey

Report back on what’s changed because of employee feedback. Companies that close the loop see a 30% higher survey response rate.

If your employee net promoter score (eNPS) isn’t where you want it, you’re not alone. But with the right approach, you can turn feedback into action and build a workplace where people want to stay and succeed.

Here’s how to boost your eNPS:

• Listen and Respond to Employee Feedback
  Don’t just collect scores—act on what you hear. For example, if employees say they want more career growth, launch a mentorship program or clear promotion pathways.
• Address Detractor Concerns First
  Focus on the issues that matter most to those who wouldn’t recommend your company. Fixing these can make the biggest difference in your eNPS.
• Build a Culture of Recognition
  Recognize and celebrate wins, big and small. Companies that do this see higher engagement and loyalty—employees who feel valued are more likely to be promoters.
• Improve Communication and Transparency
  Keep your team in the loop about company goals, changes, and results. Transparency builds trust and keeps employees engaged.
• Invest in Employee Development
  Offer training, upskilling, and clear career paths. Employees who see a future with your company are more likely to recommend it.
• Track Progress and Celebrate Wins
  Monitor your eNPS over time and share improvements with your team. This shows you’re serious about making things better.

Want to boost your eNPS and build a workplace people rave about? ThriveSparrow makes it easy. With AI-powered feedback and clear, actionable heatmaps, you’ll quickly spot what’s working, uncover what needs attention, and turn honest insights into real progress.

The result you see is higher engagement, happier teams, and an eNPS you’ll be proud to share. See how ThriveSparrow can help your culture—and your numbers—thrive.

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FAQs

Q1. What exactly is the employee Net Promoter Score (eNPS)? 

The employee Net Promoter Score (eNPS) is a metric that measures employee loyalty and engagement. It's based on a single question asking employees how likely they are to recommend their company as a place to work, on a scale of 0-10. The responses are categorized into promoters, passives, and detractors to calculate the final score.

Q2. How is the eNPS calculated?

The eNPS is calculated by subtracting the percentage of detractors from the percentage of promoters. Promoters are those who score 9-10, passives 7-8, and detractors 0-6. The final score can range from -100 to +100, with any positive score indicating more promoters than detractors.

Q3. What's considered a good eNPS score?

A good eNPS score typically falls between 10 and 30. Scores above 30 are considered great, while those above 50 are excellent. Any positive score is acceptable, as it means you have more promoters than detractors. However, industry benchmarks can vary, so it's important to consider your specific sector when evaluating your score.

Q4. How often should eNPS surveys be conducted?

Most experts recommend conducting eNPS surveys quarterly. This frequency allows you to track trends in employee sentiment over time without causing survey fatigue. Some organizations opt for biannual surveys, especially if they have a more stable work environment with fewer changes.

Q5. How can companies improve their eNPS score?

To improve eNPS, companies should focus on acting on feedback, not just collecting it. This includes addressing common complaints from detractors, engaging passives with growth opportunities, and learning from promoters. Implementing targeted improvements, communicating changes, and creating a feedback loop are crucial steps. Remember, the goal is to create a workplace where employees genuinely want to be and recommend to others.