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Nyckeltal
What is eNPS (Employee Net Promoter Score)?
Definition, formula and benchmarks
eNPS (Employee Net Promoter Score) measures how likely employees are to recommend their workplace to others, on a scale of 0–10. The score is calculated by subtracting the share of detractors from the share of promoters, giving a value between -100 and +100.
eNPS i korthet
eNPS is built on a single question and splits answers into three groups: detractors, passives and promoters. Here you see the scale, the formula and what counts as a good result.
SKALA
0–10
The employee's answer
0–6
Kritiker
7–8
Passiva
9–10
Promoters
SKALA
Skalan 0–10
Employees answer on a scale from 0 to 10. Answers are divided into three groups: detractors (0–6), passives (7–8) and promoters (9–10).
FORMEL
How eNPS is calculated
eNPS = share of promoters (%) minus share of detractors (%). The result is a value between -100 and +100.
BENCHMARK
What is a good eNPS score?
Above 0 is acceptable, 20–50 is considered good, and above 50 exceptionally strong. The trend over time matters more than a single benchmark.
Who uses eNPS and when?
eNPS is not something only HR owns once a year – the metric is most useful when it is followed continuously by managers and leadership, in step with the organisation's everyday work.
AUDIENCE
Who eNPS is for
eNPS is used by HR and people teams, managers and leadership groups in organisations of all sizes – from individual departments to entire groups. The metric is especially useful if you already measure customer satisfaction (NPS/NKI) and want an equally simple, comparable picture of how employees are doing.
WHEN
When eNPS is used
eNPS is most often measured continuously through pulse surveys, but also works at specific moments: alongside the annual employee survey, after a reorganisation or leadership change, and at onboarding and exit to capture loyalty at different stages of employment.
VAR
Where is eNPS measured?
eNPS is most often measured digitally through short pulse surveys by email, SMS or a link directly to the employee's phone or computer. In esMaker the measurement can also be integrated with the HR system so results are automatically linked to the right team, department and manager.
30 min
See how eNPS works in your organisation.
Book 30 minutes with Alba — we show how you measure employee loyalty, follow trends over time and catch signals before they become resignations.
30 minuter digitalt
The eNPS question, send-outs and dashboards
Concrete advice based on your organisation
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Questions & answers
Frequently asked questions about eNPS
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Boka genomgångWhat does eNPS stand for?
eNPS stands for Employee Net Promoter Score and measures employee loyalty in the same way NPS measures customer loyalty.
How do you calculate eNPS?
By taking the share of promoters (9–10) minus the share of detractors (0–6) on the question of whether they would recommend the workplace. The result is a value between -100 and +100.
What is a good eNPS score?
Scores above 20 are generally considered good, and above 50 exceptionally strong, but the trend over time matters more than a single benchmark.
Is eNPS anonymous?
In most tools, including esMaker, eNPS is collected fully anonymously so employees dare to answer honestly.
How often should you measure eNPS?
Most organisations measure quarterly or through continuous pulse surveys rather than a single annual measurement.
What counts as a good NPS result?
Anything above 0 means you have more promoters than detractors. Generally, 0–30 is considered good, over 30 very good and over 50 world class. The most important thing, however, is to look at your own trend over time and how you compare with peers in your industry.
What is the difference between eNPS and employee satisfaction (eSat)?
eNPS measures loyalty and willingness to recommend, while employee satisfaction measures how satisfied the employee is more generally – the two metrics complement each other.