eNPS Survey — understand your team's real engagement.
The same NPS metric, applied internally, with an optional anonymous response. Find out if your employees would recommend the company as a place to work.
- ✓"Allow anonymous responses" option: name and email stay out of the results
- ✓Send via Email with recurring scheduling
- ✓AI analyzes sentiment and identifies themes in comments
- ✓eNPS trend over time in the reports
- ✓With anonymity on, reports, exports, and PDFs carry no identification
- Authenticated email domain
- Meta API
What is eNPS
eNPS (Employee Net Promoter Score) measures how likely employees are to recommend the company as a place to work. It uses the same 0 to 10 scale as NPS and a single question: "On a scale from 0 to 10, how likely are you to recommend this company as a good place to work?".
How to calculate eNPS
Split the responses into three groups and subtract the percentage of detractors from the percentage of promoters. The result ranges from -100 to +100.
- Promoters: scores 9 and 10
- Passives: scores 7 and 8 (they count toward total responses but are left out of the subtraction)
- Detractors: scores 0 to 6
- eNPS = % promoters − % detractors
Do the math in the NPS calculator, which uses the same formula →
Calculation example
A team of 140 people received the survey and 92 responded: 38 promoters, 33 passives and 21 detractors. Promoters are 41.3% of responses and detractors 22.8%. The eNPS is 41.3 − 22.8 = 18.
How to interpret the result
There is no single score that fits every company: the best gauge is comparing the team with itself, quarter after quarter. As an initial reference:
- Below 0: more detractors than promoters, a warning sign
- From 0 to 30: moderate engagement, with clear room to improve
- Above 30: an engaged team; the job is to keep the trend
Best practices for running eNPS
The number only counts if people answer honestly and see that their answer changes something.
- Guarantee anonymity and say so in the invitation
- Run it every quarter, always at the same time of year
- Include an open question: what drove your score?
- Share the result and the action plan with the team
Turnover is expensive. Listening to your team costs less.
eNPS detects declining engagement months before resignation. One question per quarter can reveal what no 1:1 meeting captures.
Anonymous responses when you choose
With "Allow anonymous responses" on, employees see a notice that their response is anonymous, and their name and email stay out of reports, exports, and the dashboard.
Automatic recurrence
Set it up once, run it every month or quarter. The system handles the rest.
Email validation before sending
Invalid emails are filtered automatically. No bounces, no wasted sends.
Detect engagement drops early
Alerts by email, in Slack or via webhook when eNPS drops or sentiment turns negative. You spot the problem before it becomes turnover.
Comments categorized by AI — without identifying who wrote them
The AI classifies each comment by sentiment and identifies the most cited themes. With anonymity on, the respondent's identity is not shown.
Anonymized export
With anonymity on: Excel, CSV, and PDF with no names, no emails, no identification. Ready to share with leadership and HR.
eNPS survey FAQ
What is eNPS?
It's the Employee Net Promoter Score: the NPS metric applied to employees. It measures, on a 0 to 10 scale, how likely each person is to recommend the company as a place to work.
How do you calculate eNPS?
Subtract the percentage of detractors (scores 0 to 6) from the percentage of promoters (scores 9 and 10). Passives (7 and 8) count toward total responses. The result ranges from -100 to +100.
What is a good eNPS?
Above 0 already means more promoters than detractors, and above 30 is usually read as an engaged team. More than the isolated score, it's worth tracking the trend every quarter.
Is eNPS truly anonymous?
When the "Allow anonymous responses" option is on, yes: the respondent's name and email don't appear in dashboards, reports or exports, and the employee sees the notice "Your response is anonymous — your identity is not shown to anyone who views the results." Internally the system still recognizes the invitation to prevent the same person from answering twice.
How often should I run eNPS?
Quarterly is the most common cadence. Monthly works for teams undergoing changes. Avoid weekly — it causes survey fatigue.
Can I send eNPS via WhatsApp?
You can, but email is recommended to ensure the response comes from the employee's personal device.
Listen to your team before they stop talking.
14-day free trial. Anonymous responses when you choose.