It is beneficial in all circumstances to find out how much your employees recommend you.  The question is formulated as follows: “How likely is it that you would recommend your employer to a friend or acquaintance?” The answer options range from 0 to 10, where 10 means “Extremely likely” and 0 means “Not at all likely”. The responses are then divided into Promoters (9, 10), Passives (7, 8), and Detractors (0-6) as you can see in the image below.

eNPS is calculated using the following formula:

eNPS = Promoters (%) – Detractors (%)

It is important to know this score, but it does not make sense on its own.

We’ve put together 10 eNPS-related information for you:

  1. The disadvantage of the eNPS score is that it does not provide sufficient information on the specific strengths and challenges of the organization, teams, and individuals.
  2. The employee net promoter score doesn’t tell you how committed someone is to the organization, how immersed they feel in their role, or how fulfilled they are at work.
  3. As Gallup research shows, the employee net promoter score doesn’t express the nuanced differences between various types of promoters: “Fans wear your jersey and cheer from the stands. Players put in extra practice, score points and give every last ounce of energy to win. eNPS tells you who your fans are. Employee engagement tells you who your players are.”
  4. Responses to eNPS score surveys may not always be accurate. Employees can score well not only for kindness, but also very low points with an instant reaction.
  5. eNPS is the equivalent to your doctor taking your temperature and not giving you a diagnosis. Employers and HR managers need more information to make decisions
  6. Some employees may question the anonymity of the survey and not give their honest feedback. If that is the case, consider using an external party to send out the survey.

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