What is eNPS, and how do you measure employee loyalty?
The Employee Net Promoter Score (eNPS) is the employee version of NPS: it measures how likely someone is to recommend your company as a place to work, using the same question, the same 0-to-10 scale, and the same formula as traditional customer NPS. The difference isn't in the calculation, it's in who you're asking and what's being evaluated.
The question
"How likely are you to recommend [company] as a place to work to a friend or acquaintance?", on a 0-to-10 scale. It's intentionally the same structure as customer NPS, so the result is comparable with the best-known method for measuring loyalty.
The formula (identical to NPS)
Every response is classified as a detractor (0-6), passive (7-8), or promoter (9-10), and eNPS is the percentage of promoters minus the percentage of detractors. With 50 responses where 30 are promoters, 12 passives, and 8 detractors, the eNPS is 60% − 16% = 44. The result is a whole number between -100 and 100, same as customer NPS.
How to set it up in SurvIQ
You use the same "NPS" question type as for customers — the 0-to-10 scale color-coded by category is already built in, you just write the question around the company as a workplace instead of the product.
The result reads the same way
SurvIQ calculates the score automatically with the same standard formula and shows it on the same -100-to-100 gauge with color bands per category, with no configuration different from a customer NPS.
When to measure it
Unlike a full workplace climate survey (which can have 20+ questions and gets sent once or twice a year), eNPS works well as a pulse survey: a single question, sent more frequently (quarterly or even monthly), to catch loyalty trends between longer, more spaced-out surveys.
What benchmark to use
A positive eNPS (more promoters than detractors) is already a reasonable signal. As with any NPS, the absolute number matters less than your own trend over time — an eNPS of +20 that's been declining quarter over quarter says more than an isolated +20 with no historical context.
The follow-up question is what gives you actionable information
Just like with customer NPS, the number alone doesn't explain why. Adding an open-ended question right after ("What's the main reason for your score?") turns eNPS from a cold indicator into information about what's working or failing in the employee experience.