Employee Net Promoter (eNPS): A Positive People Outcome
Would you recommend this company to your friends and family as a great place to work? How The People Experience Hub uses the Px3™ framework to help you understand what really drives employee promoters, and how it fits into employee engagement as an outcome.
What is eNPS?
eNPS is a variation on NPS (net promoter score), which was introduced in 2003 by Fred Reichheld from Bain & Company, where NPS asks consumers, “How likely are you to recommend (product/organisation) to your friends or family?” eNPS asks “Would you recommend this company to your friends and family as a great place to work?”
Does eNPS = Employee Engagement?
Here at The People Experience Hub the eNPS question is normally part of a wider set of questions that are categorised as Employee Engagement.
On its own, the question may be interesting, but only by combining it with other positive people outcomes does it add validity to help understand if your people are engaged or not.
Examples below show the eNPS question could work alongside other questions to create an overall employee engagement index:
| Outcome | Question |
| Promoters/Advocates | I would recommend my company as a great place to work |
| Employee Retention | I plan to be working here in 12 months |
| Employee Motivation | Working here motivates me to do the best that I possibly can |
| Employee Commitment | I am committed to doing all I can to help my company succeed |
On its own, the question may send you down the wrong path, as there could be various reasons why someone may recommend you as a great place to work; it may not mean that they are planning to stay, are motivated to perform or are committed to your success.
Do The People Experience Hub recommend asking this question?
It is a great indicator of employee engagement when combined with other questions to support this overall index, and when combined with other questions, the overall index is more reliable for statistical and predictive analysis.
Of course, you may choose to ask just this one question for a number of reasons, and we can support this in our platform.
How best to score an eNPS question
Some organisations have adopted the NPS scoring method, breaking responses into detractors, passives and promoters.
However, there has been some criticism of this approach in recent years due to the way it can produce dramatic scoring swings and doesn’t lean into some of the more basic principles of asking survey questions – for example we know that evidence shows that people are better with a scale shown as text than one where they have a scale of 0 to 10 for example.
We recommend asking the question alongside your other engagement questions using our proven 5-point scale.
This allows us to deliver better analysis and benchmarking and also gives you the power of using our Px3™ framework to explore the influence of the work environment on people outcomes.
Further resources
Read – Understanding the drivers of eNPS: Predicting Employee Advocacy
Read – Advocacy: Understanding the employee net promoter score (eNPS) with Px3
Are you ready to drive positive people outcomes?
Further eNPS resources
Check out our other blogs, articles or e-books below: