eNPS: employee loyalty
Employee loyalty on the same formula as a customer NPS, plus a drag-and-drop ranking of values and a question about what to fix first.
Who it is for and when to run it
eNPS measures whether employees would recommend the company as a place to work. HR or leadership runs it when they want one clear loyalty number and its trend, usually each quarter or twice a year.
Good moments: before annual planning, after a reorganisation, after a new department head starts. Bad moments: the day bonuses or layoffs are announced, when answers reflect the mood of the day.
The template suits companies from about 20–30 people. Below that, a weekly pulse tells you more and eNPS swings on a single vote.
What the template is made of
Every block in the order it sits in the builder. Branching decides which of them a given person actually sees.
- Anonymous survey Text block
The «Anonymous survey» screen explains who sees the answers. Without it people play safe and the score comes out higher than reality.
- Consent to take part Consent
Consent to take part is required. It records that the survey is voluntary and repeats that HR sees answers only in anonymised form.
- Would you recommend the company as a place to work? NPS (0–10)
The core eNPS question on a 0–10 scale, required. The index is calculated from this question alone.
- How much do you agree? Matrix
A matrix of four statements rated 1 to 7: pride in the company, having what you need, regular feedback from your manager, room to grow. It explains where the score comes from.
- What do you value most about working here? (drag to reorder) Ranking
A drag-and-drop ranking of six things people value: interesting work, the team, flexible hours, growth, pay, culture. An order says more about what keeps people than rating each item, where everything ends up «important».
- What should we improve first? Long answer
The open question «What should we improve first?» gives HR a concrete to-do list.
How to adapt the template
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Rewrite the anonymity screen to match how you will actually read the answers. If people other than HR will see them, say so.
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Change the ranking options to fit your company, for example add «Job security» or «Office and working conditions» and drop what does not apply. Keep five to seven items.
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To slice by department, add a department dropdown, but only if every department has more than five to seven people. Otherwise anonymity is gone.
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You can replace the matrix statements, but keep the 1–7 scale the same across rows so they stay comparable.
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For a recurring measure, reuse the same survey rather than rebuilding it, so quarters stay comparable.
How to read the results
eNPS is calculated like customer NPS: the share of 9–10 answers minus the share of 0–6 answers. Scores of 7 and 8 are left out. The result sits between −100 and 100.
On its own the number says little. Compare the company with itself six months ago rather than with «industry norms», which vary too much by sector and size to be useful. The article NPS without lying to yourself covers the common traps.
To find the cause, read the matrix separately for detractors and promoters. A row where detractors score low and promoters do not is what to fix.
Show the ranking to managers as it is. If most people put pay first and culture last, team-building days will not move loyalty.
Common mistakes
- Promising anonymity while collecting names or emails. People notice, and honesty drops in every later round.
- Showing a department head the answers of a small group. Two or three responses are easy to trace back to individuals.
- Reporting the average score instead of eNPS. An average of 7.5 and an index near zero can describe the same company.
- Running the survey and staying silent. A short «here is what you said and what we will do» lifts participation next time.
Questions about the «eNPS: employee loyalty» template
How do you calculate eNPS?
Take the answers to the would-you-recommend question on the 0–10 scale. Work out the percentage who gave 9 or 10 and the percentage who gave 0 to 6, then subtract the second from the first. Scores of 7 and 8 are ignored. The result ranges from −100 to 100.
How often should you run an eNPS survey?
Quarterly or twice a year is typical. Loyalty moves slowly, and asking the same question too often wears people out. For a weekly read on mood use a short pulse survey and keep eNPS as the quarterly checkpoint.
Can an eNPS survey be anonymous?
Yes. The template has no name, email or department fields, and the service does not ask for a name on its own. Anonymity depends on the questions: do not add identifying fields and do not report on groups smaller than five to seven people.
What questions should go alongside the eNPS question?
Questions that explain the score. Here that is a four-statement matrix on a 1–7 scale covering pride, resources, feedback and growth, a ranking of six things people value, and an open question about what to fix first.
Similar templates
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Candidate questionnaire
Screening before the interview: contacts, experience, expectations and a CV upload.
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Team pulse survey
A weekly read on mood and workload.
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New hire onboarding
A first-30-days questionnaire: impressions, role clarity, support.
Do not start from an empty canvas
Open the catalog, take the closest template and rewrite the questions for your job. Five minutes instead of an hour.